Thank you to HRreview for their article that puts a different slant on the productivity conundrum.
While we know that bosses have been concerned about the productivity of their teams, some research commissioned by Workhuman has shown that employees are stressing about it too.
‘Nearly two-thirds of fully remote employees in the UK are experiencing productivity anxiety … The research highlights a growing concern among remote workers about their performance, with one in four grappling with constant or frequent feelings of inadequacy and pressure to perform.’
‘On the other hand, fully in-office workers report the least productivity anxiety and higher motivation levels.’
It would be interesting to understand more about what lies behind this. It could reveal much about why people choose whether to work from home or not, and reflect how they’re trying to balance work-life pressures.
Or, it could suggest that those who choose to go into the office are more highly engaged anyway.
In any event, we’re still learning how to ensure that it really works both ways and struggling to provide adequate proactive management and feedback to those working remotely.
What do you think? Do you get any insight on this from your employees or managers?
Thank you to HRreview for their article that puts a different slant on the productivity conundrum.
While we know that bosses have been concerned about the productivity of their teams, some research commissioned by Workhuman has shown that employees are stressing about it too.
‘Nearly two-thirds of fully remote employees in the UK are experiencing productivity anxiety … The research highlights a growing concern among remote workers about their performance, with one in four grappling with constant or frequent feelings of inadequacy and pressure to perform.’
‘On the other hand, fully in-office workers report the least productivity anxiety and higher motivation levels.’
It would be interesting to understand more about what lies behind this. It could reveal much about why people choose whether to work from home or not, and reflect how they’re trying to balance work-life pressures.
Or, it could suggest that those who choose to go into the office are more highly engaged anyway.
In any event, we’re still learning how to ensure that it really works both ways and struggling to provide adequate proactive management and feedback to those working remotely.
What do you think? Do you get any insight on this from your employees or managers?