Employers and workers alike put a high emphasis on flexibility in the workplace. Work-life balance is the most critical issue that top candidates think about when choosing where to work, and flexibility is the priority that job seekers place the most emphasis. Allowing personnel flexibility displays confidence in their decision-making abilities and skill as time managers because it demonstrates trust in their capacity to choose how and where they work. This improves job satisfaction as top candidates are attracted and recruited to the organization. Furthermore, employee morale is boosted when they feel appreciated and valued by their company, which increases their likelihood of enjoying going to work every day.
With the aid of contemporary technology and telecommunications, people can work remotely or from home while staying in contact with their employer or company. The main reason why telework has become popular among businesses in the United States is that it lowers operating expenses for workplaces, including rent for office space, power, heating, and other necessities. During the COVID-19 pandemic, telework within my organization and various companies in the United States updated as workers were provided with appropriate software for successful online communication with team members (Belzunegui-Eraso & Erro-Garces, 2020). This made it easier for businesses to operate, sustaining economic growth and generating income for people.
Technology has made it simpler for companies of all types to be more adaptable. By improving physical space utilization and lowering maintenance charges, cloud technology significantly contributes to corporate efficiency. Technology can also automate manual procedures and duties, making them easier to handle or even eliminating them. Technology is a fantastic enabler for raising team morale and participation through platforms such as Microsoft Viva, which tracks worker well-being and promotes a working environment that rewards exceptional services. Moreover, by helping the workforce stay connected at all times from anywhere they operate, Zoom and Google Meet can increase flexibility.
A flexible work arrangement does not support collaboration among team members. It takes a lot of self-motivation to work from home, and it is simple to put off tasks, thus encouraging procrastination. Due to distractions, entering the proper frame of mind to work effectively outside the workplace is challenging. Additionally, communication problems brought on by technology issues make teamwork harder. Limited supervision and a less defined organizational structure lower worker productivity, which results in a lack of accountability and poor collaboration. When employees lack the scrutiny that ordinarily gives their efforts vigor, they quickly lose their enthusiasm and drive.
Employee autonomy over their work schedule can boost output since people can arrange their time according to their preferences. The working schedule will offer structure by ensuring that staff perform their tasks efficiently and on time. Owning the work schedule also protects the work-life balance since employees put in adequate hours at the office, reducing ongoing distractions. This can lessen the employees’ stress levels and improve their work efficiency. Furthermore, employees will quickly fulfil deadlines because they know the precise window of time before work must be submitted.
I support Elon Musk’s call to have all Tesla employees return to the office. Offices communicate the brand’s identity, principles, and ethics to give customers a physical impression of the company. People’s perception of an organization as they enter its doors impacts its success, which can help it earn customers and draw in talent. There is undoubtedly better teamwork when everyone is present in the office. Offices are essential to cooperation because they make it simpler for coworkers to speak with one another and for teams to discuss and develop ideas. This generates a spirit and a productive environment that cannot be matched remotely or via video calling.
References
Belzunegui-Eraso, A., & Erro-Garces, A. (2020). Teleworking in the context of the COVID-19 crisis. Sustainability, 12(9), 3662-3678. Web.