Welcome to the new normal! The realm of professional life has taken a gigantic leap from the office cubicle to the comfort of our homes. Working from home (WFH) has transitioned from a luxurious perk to an indispensable part of the working mix.
It has become clear that flexibility isn't just a buzzword—it’s now at the core of modern work life. This white paper explores some of the changes brought by this shift toward WFH, including the impacts on accessibility, inclusion, diversity, and connection, and contemplates the possibilities that the future holds.
Hybrid working from home improves retention without damaging performance.
Nature (2024)
key takeaways
Flexibility in work arrangements has transitioned from a desirable perk to a fundamental necessity, enhancing both employee well-being and organisational resilience.
The shift to WFH demands tailored solutions that balance the diverse needs of employees with the strategic goals of organisations, requiring a hybrid model that combines the best of remote and in-office work.
Adapting to WFH trends benefits not only employees and employers but also society at large by promoting efficiency, sustainability, and inclusivity.
choose your own adventure
In an era of technological advancement where work-life balance is paramount, flexible working empowers individuals with the freedom to choose where and when they work. Choice and autonomy can help individuals bring their best selves to work. Flexibility at work can take on many forms:
Flexible work locations | Give people the ability to choose to work where they want. This could be at home or elsewhere – anywhere they can get the job done!
Flexible work times | Give people the ability to choose when they want to work. Everyone has different natural rhythms, with varying energy levels across the day. Some work best in the morning; others are night owls.
Condensed and four-day work weeks | Condensed work weeks allow people to work full-time hours over a 4- day week or 9-day fortnight. Some pioneering companies even offer their staff 4-day work weeks on full salary.
Migration away from city centres | When commute matters less, people have chosen to live further from city centres or move regionally for a different lifestyle. We do note that WFH is a privilege afforded almost exclusively to a certain workforce: those who can complete their work remotely at least some of the time. People who work in particular industries including construction, healthcare, teaching, service, retail, and cleaning do not have this luxury. These industries may offer flexibility in the form of job sharing and compressed work weeks where possible.
Attracting + retaining diverse talent is crucial to future-proofing the workplace + the Australian economy more broadly. Making workplaces more flexible + responsive to the needs of employees is a key way of doing this.
Workplace Gender Equality Agency (2024)
flex in australia is here to stay
The most recent data from the Australian government’s Workplace Gender Equality Agency shows that 84% of private sector employers have adopted flexible working arrangements policies and strategies. Specifically:
97% of employers offer flexible work hours
95% of employers offer WFH options
59% of employers offer compressed working weeks
The Australian HR Institute (AHRI) shows that about one quarter (24%) of Australian employers expect WFH to increase over the coming years.
With flexible options often come office mandates: the AHRI study highlights that nearly half (48%) of employers' mandate that their full-time staff attend the office between 3 and 5 days a week.
In 2024, only 4% of CEOs worldwide say they prioritise bringing their people back to the office full-time, rather their most important internal focus is the attraction and retention of top talent.
The increase in hybrid or remote working represents one of the largest changes in Australian workplaces in generations.
Australian HR Institute (2023)
the working from home revolution
Once a sweet bonus to attract top talent, WFH has morphed into an operational imperative. This shift has been fueled by technological advancements, evolving workforce demographics, and the pandemic. WFH has become synonymous with flexibility, offering benefits that transcend mere convenience.
Improved work-life balance | No more rush hour traffic, no more missing family dinners. The boundaries between work and personal life have become more permeable, leading to a better equilibrium between professional responsibilities and personal well-being.
Environmental connection | WFH reduces our carbon footprints, diminished the daily grind of commuting, and granted many the luxury of enjoying their local environments. It's a win for both mental health and Mother Earth.
Emotional well-being | The comfort of home, the presence of loved ones, and the control over one's environment have all contributed to improved mental health for many. With less stress from commuting and more time for personal interests, workers report higher levels of happiness and satisfaction.
Remote workers can have a 54% lower carbon footprint compared with onsite workers, with lifestyle choices and work arrangements playing an essential role in determining the environmental benefits of remote and hybrid work.
Cornell University (2023)
the working from home revolution
It’s not all upside. Some have experienced negative impacts from the shift toward WFH.
Absence of mentoring and coaching | The serendipitous learning moments of office life—the coffee machine chats, the drop-by-your-desk advice—have been lost. Mentoring has become more structured, often losing the spontaneity that can make it so impactful.
Loss of social connection | The camaraderie of office life has been hard to replicate through virtual mediums (eg Teams, Zoom). The spontaneous brainstorming sessions, shared lunches, and casual conversations that build cultural connection and creativity are harder to nurture.
Blurred lines between work and home | Flexibility comes with a more difficult distinction between work time and personal time. For some, it is easy to switch between modes at home, but others find it more difficult, not knowing how to switch off when they are not leaving a physical office or place of work.
WFH had no significant effect on performance reviews or promotions over the two years following the initial data collection.
Nature (2024)
connection of diverse individuals + perspectives
The workforce now spans more generations than ever, from Baby Boomers to Generation Z, with each stage of career bringing unique perspectives on work. WFH offers a tailored approach, allowing employees to work in ways that suit their lifestyles and preferences.
Young professionals | Often tech-savvy and craving flexibility, they embrace remote work with ease. However, this cohort may miss opportunities for networking and career development.
Mid-career individuals | Balancing personal and professional responsibilities, they benefit from the ability to work flexibly. They value autonomy in their job. Some may find aspects of WFH challenging as middle management.
Experienced professionals | Often valuing deep work and fewer distractions, they find WFH boosts productivity. Some may experience challenges with continuous technological changes.
Unlocking the productivity potential of WFH will require willingness from managers to experiment and commit to changes that make WFH more effective but also add value in the office.
Committee for Economic Development of Australia (2024)
generational perspectives on working from home
People at different stages of their careers have unique perspectives on WFH, providing a valuable lens through which organisations can understand and support their diverse workforce.
Aspect | Senior, experienced professionals | Mid-career professionals | Junior, early-career professionals |
Comfort with Tech | Moderate | High | Extremely high |
Tech Fluency | Learning / Adept | Advanced | Mastery |
Work-Life Balance | Improved with structure | Essential and integrated | Critical and highly integrated |
Flexibility | Mixed; values traditional office | Appreciated / Essential | Fundamental |
Autonomy | Mixed; prefer some structure / oversight | Highly valued | Highly valued |
Social Interaction | Miss in-person interactions | Balanced between in-person & digital interactions | Important but adaptable to digital interactions |
Career Development | Less dependent on in-person interaction | Balanced / some challenges | Concerns about development |
what’s in it for employers
Lower turnover | Happy employees are less likely to leave. Offering WFH options can reduce turnover and save on recruitment and training costs.
Higher productivity | WFH eliminates the distractions of the office and allows employees to work in environments that suit them best, leading to higher perceived productivity.
Higher innovation | Diverse, remote teams bring together a range of perspectives, fostering creativity and innovation.
Diverse talent | The ability to attract and retain workforce talent from diverse geographies provides access a broader potential pool.
what’s in it for employees
Better work-life balance | Employees have more control over their time, allowing them to better balance work and personal life.
Increased autonomy and empowerment | The freedom to design one's own workday can lead to greater job satisfaction and engagement.
Save time and money | reduced commuting means less time travelling to and from work and a reduction in the associated travel costs.
WFH in the mix cut attrition by 33% overall, and had a particularly strong effect for nonmanagers, women and those with longer commutes.
Nature (2024)
no “one-size-fits-all”
Every organisation is unique, and so is its workforce. The transition to WFH should be tailored to the specific needs of each organisation, considering factors such as industry, company culture, and employee preferences.
Customised policies | Organisations must develop WFH policies that reflect their values and goals. This could mean flexible scheduling, hybrid models, or fully remote teams.
Embracing technology | Adopting the right tools for communication and collaboration is essential. These tools should be accessible, inclusive, and user-friendly to support a diverse workforce.
Continuous feedback | Regularly soliciting feedback from employees about their WFH experience can help organisations make necessary adjustments and improvements.
Working from home is not a one-size fits all approach. Some are enjoying the added flexibility, while others miss the vibrancy of the office and those face-to-face conversations. Often, it can be about striking a balance between the two.
Australian Institute of Family Studies (2021)
more accessible, inclusive and diverse
Accessibility | WFH as part of the mix has democratised the workforce. It has opened doors for individuals with disabilities, those living in remote areas, and those who can't afford to live in bustling urban centers. Accessibility isn’t just about ramps and elevators anymore—it’s about ensuring that everyone can contribute regardless of their location.
Inclusion | The digital workspace can be a great equaliser. Meetings held over video can help reduce biases that often emerge in physical spaces. Tools that support collaboration and communication ensure that everyone’s voice is heard, regardless of where they sit on the organisational chart.
Participation and Diversity | WFH as part of the mix allows for a broader range of voices to be included in discussions. It offers the opportunity to tap into diverse talent pools globally, bringing in varied perspectives and fostering innovation. This melting pot of ideas can drive organisations forward in unexpected and exciting ways.
Workers with a health condition or disability that affects their ability to work, women with children and carers have significantly increased their workforce participation in occupations that have made large transitions to remote work since the pandemic.
Committee for Economic Development of Australia (2024)
in summary
The WFH evolution is more than just a response to a crisis; it’s a permanent shift in how we approach work. Embracing this change requires a nuanced understanding of the benefits and challenges it brings.
By prioritising flexibility, accessibility, and inclusion, we can create a future of work that benefits employers, employees, and society alike. As we move forward, it’s clear that there’s no going back - flexibility is here to stay, and with it, a more dynamic, inclusive, and innovative world of work.
We should refocus on the productivity and participation gains that new ways of working could unlock, to get the right balance between diversity and inclusion, collaboration and innovation, and mental health and employee engagement.
Committee for Economic Development of Australia (2024)
Puzzle have seen the good, the bad and the downright ugly of how these issues have been addressed in many public and private organisations of all sizes. Overall, the good understand that there is no “one size fits all” solution, and that organisational policies and practices need to be tailored at both the organisational and business unit / team levels.
If you’d like to know more about how Puzzle can help, please reach out for a chat!
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