Many organisations are currently considering whether to introduce permanent supplementary home-office working and establish a mix of on-site and home-office work. Current employee surveys show that demand for part-time home-office work has increased. To support agile management, it is advisable to address home-office and hybrid working proactively and base decisions on relevant data. Online surveys can establish whether, and under which conditions, home-office work is possible and appropriate in a particular area of work. Surveys of both managers and employees are suitable for this purpose.
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Surveying managers about home-office working
Working from home, often referred to as teleworking, brings a range of changes for both employees and organisations. These can affect how tasks are distributed, communication processes, technical equipment and internal support. Organisations that have not yet established rules for supplementary home-office working but plan or need to introduce it must first consider which departments can offer it and under what conditions. They also need to decide where hybrid working, combining on-site and home-office work, is both possible and appropriate. Surveying managers is a common way to make these decisions using relevant data.
An online questionnaire provides a straightforward, cost-effective way to establish which departments could generally carry out tasks from home, whether the communication channels are suitable and whether the necessary technical equipment is available. Managers can also be asked to assess the productivity of employees working from home and any additional workload that hybrid working could create. The survey can also identify reasons against offering home-office work, such as missing technology or tasks that cannot be performed remotely.
If an organisation already offers home-office work occasionally or regularly, feedback surveys are also useful. Online surveys can help evaluate the experiences of employees and managers, identify shortcomings and understand how working from home affects morale. They can also reveal needs for technical equipment or materials, allowing timely action.
Find out more about the differences between home-office work, teleworking, alternating teleworking and mobile working here: Home-office work, teleworking and mobile working: definitions and differences
Employee survey: demand for home-office work
The number of employees working from home rose significantly during the coronavirus crisis. Current surveys suggest that employees will continue to show a stronger preference for working from home. Employee surveys can be used to establish this demand for home-office work or teleworking, including preferred frequency and working periods. Online surveys can also identify requirements for equipment and materials at the home workstation.
Regular online surveys can also support home-office work. They can capture the mood of people working from home and identify needs for technology and support, as well as weaknesses in team collaboration or communication channels.
Free-text and comment fields allow employees to answer questions in their own words and leave suggestions, criticism and comments. Our LamaPoll blog explains how to create a comment field: Create a comment field
Advantages and disadvantages of home-office work for employees
Employees often weigh the advantages and disadvantages of supplementary home-office work differently from employers. For many employees, avoiding time-consuming commutes is a compelling reason to work from home. A better work-life balance is another benefit. Both employees and employers often see more focused work, with fewer unnecessary interruptions from colleagues, as a positive aspect of remote working. However, this perceived benefit can also have the opposite effect, as the lack of social contact may feel uncomfortable.
Advantages of home-office work cited by employees:
- No commute
- Greater flexibility
- Better work-life balance
- More freedom in organising working hours
- More focused work
- Fewer distractions from colleagues
- Higher productivity
- A more pleasant working environment
- No dress code
Disadvantages of home-office work from an employee perspective:
- More difficult communication
- Lack of social contact
- More overtime
- Less separation between work and private life
- Distractions from family members
- Higher stress levels
According to a 2021 survey by consulting firm EY, just over 80 per cent of respondents wanted to spend all or at least part of their working time at home in the future.
Advantages and disadvantages of home-office work for employers
When assessing home-office work, employers and managers generally focus on different concerns than employees. Employers usually place more weight on measures such as productivity than on work-life balance. They also give greater consideration to the additional effort that home-office work can create, for example when tasks have to be reassigned. One relevant benefit frequently cited by managers and HR professionals is a larger pool of applicants. Job advertisements that offer hybrid or home-office working also appeal to skilled professionals who live further away or prefer flexible work because of their family situation. This can make recruitment easier. Another often-cited advantage for employers is the higher employee satisfaction achieved through home-office options.
Advantages of home-office work for employers:
- Strengthening the employer brand (employer branding)
- A larger pool of applicants
- Higher employee satisfaction
- Lower staff turnover
- Greater efficiency and productivity
- Lower costs through savings on infrastructure and desk sharing
Disadvantages of home-office work from an employer perspective:
- Additional work when reallocating tasks
- Longer communication routes
- Procurement costs for technology and mobile devices
- More coordination within the team
- Weaker attachment to the organisation
Many large companies, including HP, Siemens, Bosch and SAP, already use home-office options and are making hybrid working the norm. Higher employee satisfaction and productivity are both cited as reasons for this decision.
Questionnaire templates for home-office work
These questionnaire templates help employers determine the conditions under which home-office work could be introduced, the extent of employee demand and ways to improve established hybrid working arrangements. Feedback questionnaires can also capture employee sentiment and identify possible needs. Use our free templates for home-office work and desk sharing as a starting point when creating your questionnaires. You can copy each questionnaire template to your LamaPoll account with a single click and adapt it to your needs. Find more free questionnaire templates for employee and customer surveys here: Questionnaire templates and examples
Tips for effective home-office working
Encourage communication
Ensure communication runs smoothly. Check whether communication channels are suitable for home-office work. Ask employees and identify any additional needs.
Adapt workflows
Both access to managers and colleagues and digital processes should support effective workflows. Gather employee feedback and address any weaknesses.
Provide suitable equipment
Make sure home workstations are properly equipped. To establish hybrid working successfully, technical equipment and materials at home should be as good as those available on site.
Strengthen connection to the organisation
To avoid weakening employees’ connection to the organisation, consider the social dimension. Ensure teams stay in regular contact. Informal digital conversations and video calls also foster a sense of belonging.
Structure tasks
A structured daily routine and clear daily or weekly goals make home-office work easier. Use digital task-management tools so that everyone retains an overview.
Protect work-life balance
Set clear rules for breaks to prevent the boundaries between work and private life from becoming blurred. Overtime should be avoided where possible, including when working from home.
Further information about home-office work and teleworking:
What is LamaPoll?
LamaPoll is a survey tool for creating employee surveys and measuring employee satisfaction. You can use it to create, conduct and analyse all types of employee survey. Create your employee survey in just a few steps, apply your organisation’s corporate design and invite employees conveniently by email or via your intranet. You can quickly gain insights that help improve employee satisfaction. You can register for our survey tool free of charge and immediately conduct surveys for up to 50 employees with no obligation. If you need more responses to your online employee survey questionnaire, simply choose one of our monthly plans. You can also use our employee survey questionnaire templates and examples.
