Post by account_disabled on Dec 27, 2023 5:14:18 GMT
Teleworking that emerged from the womb of the pandemic has put many advantages in the hands of employees (whom it has generally provided with greater flexibility), but the “home office” also carries a heavy backpack of inconveniences on its shoulders . Beyond feeling isolated and having to deal with incessant distractions (particularly in homes with small children), those who telework feel that the "home office" has placed a thick layer of invisibility on them that makes them imperceptible to the eyes of their peers. superiors. According to a recent study by Joblist , more than a third of those who use the teleworking formula declare that they feel very invisible or extremely invisible in the performance of their professional work. Women are up to twice as likely as men to feel invisible to their superiors when working from home .
And more than three quarters of those who practice the "home office" actually agree that they have to work harder than necessary to be noticed at work since the COVID-19 pandemic burst into their lives. On the other Phone Number List hand, those who telework also regret not being able to talk to their direct bosses as much as they would like. Despite the omnipresence of video calls, employees go an average of 6.1 days without exchanging a word with their superiors. Feeling invisible is a major obstacle for those who work remotely It goes without saying that this circumstance can undermine the efficiency of remote teams , whose leaders should take the trouble to communicate daily with their subordinates (whether via email, phone call or video call). 64% of those who work remotely also confess to working more overtime since the pandemic began .
On average, those who adopt the teleworking formula add 4.6 extra hours to their workday each week. It is worth noting that employees who are not made to feel invisible by their bosses also perform better . And they are more likely to feel satisfied with their own productivity (82%), with their general engagement rate (69%) and with the security that their work provides them (68%). In order to free their employees from the invisibility that comes with the “home office”, managers consider that the most effective methods are to provide them with new ideas (50.4%) and to provide them with help in the performance of their work (44% ). In any case, the most important thing is that those who act as leaders take the trouble to connect regularly with their employees (choosing the most relevant communication channel) and listen to them actively.
And more than three quarters of those who practice the "home office" actually agree that they have to work harder than necessary to be noticed at work since the COVID-19 pandemic burst into their lives. On the other Phone Number List hand, those who telework also regret not being able to talk to their direct bosses as much as they would like. Despite the omnipresence of video calls, employees go an average of 6.1 days without exchanging a word with their superiors. Feeling invisible is a major obstacle for those who work remotely It goes without saying that this circumstance can undermine the efficiency of remote teams , whose leaders should take the trouble to communicate daily with their subordinates (whether via email, phone call or video call). 64% of those who work remotely also confess to working more overtime since the pandemic began .
On average, those who adopt the teleworking formula add 4.6 extra hours to their workday each week. It is worth noting that employees who are not made to feel invisible by their bosses also perform better . And they are more likely to feel satisfied with their own productivity (82%), with their general engagement rate (69%) and with the security that their work provides them (68%). In order to free their employees from the invisibility that comes with the “home office”, managers consider that the most effective methods are to provide them with new ideas (50.4%) and to provide them with help in the performance of their work (44% ). In any case, the most important thing is that those who act as leaders take the trouble to connect regularly with their employees (choosing the most relevant communication channel) and listen to them actively.
Who's going to start the shoutbox?