There is a growing body of research that suggests employees who work from home have less productivity than those who work from the office. Nevertheless, employers may have to adjust to a new world in which a substantial portion of their workforce is doing their jobs from home for at least part of the week.
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The five-day, 40-hour workweek goes as far back as 1926 when Henry Ford replaced his six-days-a-week work schedule with a five-day workweek, with no change in compensation. His motivation? He thought his workers would become more productive and use their extra time off spending their money.
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To see what their employees are up to, employers use a variety of software tools to ascertain how long employees are spending on the computer doing work, what they’re working on, how often they’re typing and how long it takes them to respond to emails, as well as the searches they conduct and the websites they visit.
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After working from home during the height of the COVID-19 pandemic, and now likely operating on a hybrid work schedule, numerous surveys have shown that employees prefer a hybrid work arrangement.
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There has been broad attention given to the changing landscape of the labor market amid the tectonic shifts triggered by the COVID-19 pandemic. Much of this attention has been focused on the rise and likely permanency of the hybrid work model and working from home. Perhaps less recognized are more subtle changes that potentially will have an equal or even greater impact on the economy and social fabric in the years ahead.
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