The COVID-19 pandemic has forced many companies to adopt remote work policies, leading some to worry that the trend towards remote work may spell the end of sick days. With the ability to work from anywhere, there may be pressure for employees to continue working even when they are not feeling well. However, it is important for both companies and employees to prioritise the psychological safety of their team members and ensure that employees feel comfortable taking time off when needed.

Remote work, also known as telecommuting or virtual employment, has become a popular option for many companies and employees in recent years. The COVID-19 pandemic has further accelerated the trend towards remote work, as many companies have implemented remote work policies to ensure the health and safety of their employees (FlexJobs, 2020). Surveys have shown that a large majority of workers desire some form of remote work arrangement (Gallup, 2022; FlexJobs, 2022). In fact, some workers have even indicated that they would leave their job if remote work options were not available (FlexJobs, 2022).

Remote work allows employees to perform their job duties from a location outside of the traditional office setting, using computer and internet connectivity to communicate and collaborate with colleagues and clients. It offers a range of benefits, including cost savings for companies (AT&T, 2021), environmental benefits (Bergman et al., 2019), and improved work-life balance for employees (Gallup, 2020). For example, remote work can offer a quieter and more comfortable work environment, which can help employees focus on their tasks (Microsoft, 2021). It can also reduce interruptions and distractions, as well as eliminate the time and energy spent on commuting (Microsoft, 2021). Additionally, remote work can provide employees with more control over their work environment, which can help improve their mental health and well-being (Gallup, 2020).

Despite these benefits, there are also challenges to remote work. Some employees may struggle with isolation or difficulty in maintaining work-life boundaries (Gallup, 2020), while employers may face challenges in managing and communicating with remote teams (Microsoft, 2021). To address these challenges, it is important for companies to establish clear guidelines and policies for remote work (AT&T, 2021) and to provide employees with the necessary tools and resources to work effectively remotely (Microsoft, 2021). This can include training on remote work best practices, regular check-ins with managers and colleagues, and the use of collaboration and communication tools such as video conferencing software (AT&T, 2021).

The hybrid work model, which combines remote work with in-office work, is expected to become even more prevalent in the coming years (AT&T, 2021). This model allows employees to take advantage of the benefits of both remote and in-office work, depending on their needs and preferences (AT&T, 2021). It is likely that the trend towards remote work will continue to grow, as both companies and employees seek to balance the benefits of remote work with the need for in-person collaboration and connection (AT&T, 2021).

We can, therefore, all agree that while remote work offers many benefits, it is important for both companies and employees to prioritise the psychological safety of team members. This may involve ensuring that employees feel comfortable taking time off when needed and providing support and resources to help employees manage their mental health and well-being while working remotely. By prioritising psychological safety, companies can create a positive and productive remote work environment that benefits both employees and the business as a whole.

references:

FlexJobs (2020). Coronavirus and the Future of Work: Remote Job Market and Workforce Trends.

FlexJobs (2022). Career Pulse Survey.

Gallup (2020). The State of the American Workplace: Employee Engagement Insights for U.S. Business Leaders.

Gallup (2022). 8 in 10 American Workers Now Work Hybrid or Remote.

Microsoft (2021). The Future of Work: Achieving the New Normal.