Organize your company to include efficient telework

Telework more popular than ever

Professor Marijke Verbruggen from the Work and Organisation Studies research unit of KU Leuven: “Telework is sharply on the rise in organizations. We see that from the results of a survey we conducted in collaboration with Acerta and HR Square among Belgian businesses in September. While before the first corona lockdown telework was still mainly a favor, 41.5% of employees are now allowed to telework. That figure has risen by more than 50%."

"The advantages that employees now enjoy also have positive consequences for their companies. Because of the autonomy they have, employees work more efficiently, perform better, and become more productive. And because of that experience, companies now have greater confidence in telework.”

But drawbacks too

But there are also drawbacks related to telework. “There are people who need the structure of their workplace to be able to work efficiently. Mandatory telework is a real challenge for them,” says Prof. Verbruggen. “Telework also has a negative influence on creativity and out-of-the-box thinking, because employees no longer physically sit down together with their colleagues. That greatly diminishes the exchange of knowledge, which is important.”

“These drawbacks appear especially in long-term mandatory telework, such as during the first wave. Also remember that telework is new to many companies and employees. Usually 2 to 3 days of telework turn out to be the ideal amount, because then there is still enough face-to-face contact between colleagues. You seldom see 4 or 5 days, unless it’s with companies that are consciously choosing fulltime telework and see their future without office space.”

Not for everyone

Telework depends on the sort of work that employees do, but also their position and the company culture. Prof. Verbruggen: “For manual workers, for example, telework is often not feasible. But someone with an office job or a knowledge-based position can work from home perfectly well, even if he or she works for a construction company. And if innovation is important for a company, it’s almost logical that people regularly work together physically, just to stimulate that creativity and that out-of-the-box thinking.”

Telework policy with clear arrangements is crucial

According to Prof. Verbruggen, to successfully manage and support telework, it is best to develop a policy or framework agreement as a company that suits the company culture. “This can specify, for example, how many days employees may work from home and how many days they must be present at the company. Do they then choose fixed days of telework or may they freely choose the days that suit their personal life best? And must they only come to the office when it’s really necessary?”

“Also bear in mind that for many employees it’s not physically possible to work at home, because not everyone has a home office or even just a chair and table for teleworking. As an employer you must not only provide the right tools for this, but also create the right framework and offer support, etc.”

Effect on your image as an employer

But telework does not stop with the organization or the work itself. Prof. Verbruggen: “To make telework possible, the organization of a company must also be reexamined in part, and all the possible consequences and the impact must be considered. For example, telework also has effects on the employer brand, the company premises and the remuneration policy. If you as an employer offer telework, you are seen by job seekers as more appealing and so you attract new employees more easily.”

Consider the place of business

“You as a company must also consider your company premises,” Prof. Verbruggen continues. “Do you still need meeting rooms or quiet areas? Wouldn’t it be better to provide as many flex desks as possible? It’s logical that you only keep areas that correspond to the work you still want to do at the office. We also see that companies often downsize their building to be able to invest substantially in staff.”

Reexamine the remuneration policy

“When employees often telework, it can make sense to reexamine the remuneration policy, even the sacred cows. For example, do people still need a company car when they telework more? So, digital work also has consequences for the relationship between a company and its employees. In addition to remuneration, think about their accessibility and the management style too."