New Work and Future of Work: Home Office in Politics and Employer Branding


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The Chef The business community has declared the 8 hours workday obsolete. It was also a point of controversy for the Jamaican coalition. But even employees want increasingly flexible working hours and for employers this is an employer branding topic.

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Simone Janson Simone JansonSimone Janson is publisherGerman Top20 blogger and Consultant for HR communication.

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Mobile work on the rise?

Home office and more flexible working hours are on everyone's lips, both positive and negative. Christoph Schmidt, the chairman of the economics, said the WORLD ON SUNDAY:

“Companies that want to survive in our new digitized world have to be agile and able to quickly call their teams together. The idea that you start your work day in the morning and end when you leave the company is out of date. ”

Issue of the Jamaican Coalition

The topic was also a point of contention in the negotiations on the Jamaica coalition: So far, employees are legally not allowed to work more than eight hours a day and have to observe rest periods. Many employers, CDU and FDP have wanted to change this for some time.

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Do it at the same time Company such as Microsoft or Coca Cola headlines, because you make work hours and place of work completely flexible for their employees. Others like IBM or Yahoo They call their employees from the home office back to the office. How should one know how the trend looks for the future?

Hopes, fears and misconceptions in the presentee culture

Topics such as mobile working, digitization or changes in the world of work trigger hopes and fears among managers and employees. At the same time, they are an important employer branding argument for many employers. In Germany in particular, the topic is still viewed quite critically. In many, especially medium-sized companies, there are still quite traditional structures: The boss wants to see and control that his employees are doing something.

With this presentism, many employers make the mistake, in my view, of linking the success of an employee to time, attendance, and job performance. That even more performance does not necessarily bring more success, I have already 10 years ago in my bestseller The 110% lie written. My conclusion: the topic must be thought further than is done in many cases.

Paradigm shift necessary

Time expenditure and performance are paradigms that were justified in the industrial age with its structured way of production, but in the digital age are increasingly obsolete: much more in the new world of work on creative thinking. And that does not work at the touch of a button, but often in unusual places. Who has not experienced the solution to a problem in the shower in the evening, in bed in the evening or hiking? LinkedIn co-founder Konstantin Guericke For this purpose, even holds his meetings while hiking.

Such experiences should be used to specifically use the motivation and creativity of employees. Instead, many employers in Germany are more likely to approach the topic in small steps: When flexible work is in demand, such as when children are around, companies offer more family-friendly working hours, but employees need to be in the office three days a week, or they can open one Company kindergarten. Certainly that is a question of corporate culture, which is changing only slowly.

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Loss of control and legislation

But dealing with the topic is more complex. For example, the subject of loss of control: According to a survey carried out by the market and opinion research institute YouGov on behalf of Samsung among 1.039 employees and 301 managers, only six percent of managers see the lack of control over employees as a disadvantage when working on the move. For the vast majority (85 percent) of executives, the home office doesn't make it any more difficult to evaluate the work of the employees.

The concern for data security is significantly greater: Asked about the biggest challenges of mobile work concepts, executives most often call security concerns. The discussion about the topic Bring Your Own Device (BYOD) should continue to be a perennial favorite in the future. This is just one example that shows how much the topic of mobile work will pose so many challenges to society as a whole. Just keep in mind that statutory working time requirements in the home office are regularly exceeded, for the protection of health or also the mental endangering of employees - all topics, with which a company, which wants to introduce more flexible working time solutions, also has to deal juridically.

Employer Branding: Employees Bind Through Mobile Work

Nevertheless, it has been shown that the topic of mobile working is also particularly attractive for employers. A study published by the Center of Human Resources Information Systems (CHRIS) at the University of Bamberg together with the Monster job exchange shows: Of 7.040 participants, a good 40 percent of job seekers and those interested in a career would refrain from changing jobs if flexible working time models or home offices were offered. Overall, the respondents rated flexible working as a very important criterion when choosing an employer.

When I look at how many companies complain that they cannot find suitable IT specialists or that they have difficulties in finding employees because of their rural location, then mobile working models are certainly a necessary tool. And especially when it comes to recruiting employees abroad who don't have to move to Germany to do so, remote working still offers many undiscovered opportunities. The fact that the question of social security, collective agreements and employee representation arises again is another matter and would lead too far at this point.

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  1. Tommy

    Yeah, finally, once again a great blog on New Work and the future of work discovered, keep it up!

  2. Job college

    #Blog parade with #Samsung on the future of work - 1/2: Home office in politics & employer branding ... - Highly recommended hS2Txq1rwk

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