1. WEEKLY INSIGHT
HOME OFFICE HURDES, FWC CASE CLARIFIES & LIMITS REMOTE WORK REQUESTS
A landmark case with the FWC – the first time a ruling regarding work-from-home employees was made.
Employee Request: An employee at Maxxia, a salary packaging company, requested to work remotely full-time.
Employer Requirement: The company mandated at least 40% office work for all employees.
Employee’s Performance: The employee wasn’t meeting their productivity targets, achieving only 50% of their KPIs.
FWC Ruling: The FWC sided with the employer, finding their reasons for rejecting the full-time work-from-home request reasonable, these included:
- Boosting Productivity: Being in the office could potentially help the employee improve performance.
- Team Culture: In-person interaction can be beneficial for team spirit and collaboration.
- Training & Support: Easier to provide training + assistance to employees physically present in the office.
This case clarifies that while employees have the right to request flexible work arrangements after 12 months, employers are not obligated to approve them.
The FWC will consider factors like maintaining productivity and a positive work environment when making a decision.
Reminder: Workers should be employed for 12 months on a full-time or part-time basis, and after that, they’re entitled to request a flexible work arrangement.
2.HR/IR & LEADERSHIP SNAPSHOT
YOU CAN’T LEAD A TEAM FROM HOME
Gallup poll revealed that only 13% of remote employees strongly agree they feel “very connected” to their colleagues.
Upwork reports that 27% of managers worry about remote workers being easily distracted.
Workest found that 52% of managers lack confidence in their ability to effectively evaluate remote worker performance.
Microsoft Study found that 52% of managers lack confidence in their ability to effectively evaluate remote worker performance.
The rise of remote work has brought undeniable benefits – flexibility, wider talent pools, and potentially happier employees. However, leading a team scattered across locations presents unique challenges.
Benefits for Remote Workers When Leaders Aren’t Home
- Increased Autonomy + Ownership: Without constant oversight, remote workers can manage their schedules and workflows more independently. This fosters a sense of ownership over their tasks and can boost motivation.
- Improved Focus + Deep Work: A leader’s physical presence can sometimes lead to interruptions or impromptu meetings. When leaders are remote, employees can experience less disruption and dedicate larger chunks of time to deep work, leading to potentially higher productivity.
- Reduced Micromanagement: Physical proximity can sometimes lead to micromanagement, where every step is monitored. Employees may experience greater trust and less hovering with a remote leader, allowing them to solve problems and make decisions independently.
- Reduced “Always-On” Mentality: Without the constant visual reminder of a leader being physically present and potentially working long hours, remote workers may feel less pressure to be “always on.” This can lead to healthier boundaries and reduced stress levels.
3. TEAM DIARY
STREAMLINE REMOTE WORK POLICIES WITH MARVINHR STARTING FROM JUST $1000 P.M.
Allow marvinHR to write your policy that outlines the criteria for approving remote work requests. We can also offer assistance for creating a process for employees to request and document their work hours.
Here are other support’s we can offer:
- Training and Onboarding: We can provide training for both managers and employees on the new work-from-home policies and procedures.
- Performance Management: We can help you develop strategies for effectively evaluating remote worker performance and setting clear goals.
- Dispute Resolution: We can offer guidance and support in cases of any disputes that arise related to remote work, such as disagreements about work hours or productivity.
4. THIS WEEK’S TOP 4 READS
