Boris Johnson has recently urged those working remotely to return to the office, saying they risk missing out on ‘stimulus and competition’ unless they do so. Although Zoom and Skype are useful for people working from home (WFH), a study by Stanford University revealed that remote employees were promoted about half as often as in-office workers; that is despite being 13% more productive overall.
But for those who have to work remotely due to factors such as a lack of childcare, looking after ill family members, or having developed mental health concerns over the course of the pandemic, not being able to return to the office can feel incredibly frustrating as they don’t have this option of flexibility.
PurpleCV.co.uk, a leading UK CV writing service, conducted a survey of 3,000 employees across the UK and discovered thatover 1 in 3 (34%) Lincoln employees who are working from home indefinitely, are worried they are missing out on in-office advantages, such as receiving promotions. This was compared to a national average of 39%.
Moreover, those operating remotely often have to endure atypical working conditions (such as loud background noise; unstable WiFi connection and lack of on-site tech support), which can further exacerbate feelings of frustration when it comes to their job performance. And it doesn’t help that many feel like their efforts may remain unrewarded in terms of visibility and leadership positions.
Could bias against remote workers create a new workplace obstacle to overcome in the near future? While some might be enthusiastic to return to the office after months of remote working, others may be struggling with being in public spaces nowadays, with the risk of the virus still present. Those who are parents might have trouble finding reliable childcare post-pandemic, therefore, school runs need to be covered during the workday too, as well as supervision of younger kids.