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New work & future of work: Home office in politics & employer branding

The Manager 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.

Mobile work on the rise?

Home Office and more flexible working time conditions are on everyone's lips, both positive and negative. Christoph Schmidt, the chairman of the economy, told WELT AM SONNTAG:

“Companies that want to survive in our new digitized world have to be agile and be able to quickly assemble their teams. The idea that you start your workday in the office in the morning and end it when you leave the company is out of date. "

Controversial point in politics

The topic was also a point of contention at various coalition negotiations: 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.

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 order their employees from the home office back to the permanent office. How do you know what the future trend will look like?

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.

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In my opinion, many employers do that with this presentationalism Errorthat they link the success of an employee to the time invested, the attendance and the work performance. Ten years ago I already mentioned in my bestseller that more performance does not necessarily lead to more success 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 in order to target the Motivation and to use the creativity of employees. Instead, many employers in Germany tend to approach the topic in small steps: If flexible working is required, for example when there are children, companies offer more family-friendly working hours, but employees have to be in the office three days a week or you can open one Company kindergarten. It is certainly a question of corporate culture that is only changing slowly.

Loss of control and legislation

But dealing with the topic is more complex. For example, the topic of loss of control: According to a survey that the market and opinion research institute YouGov carried out 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, working from home does not make it more difficult to evaluate the work of 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 also be a long-runner in the future. This is just one example that shows how much the topic of mobile working will still pose many challenges for society as a whole. Just think about the fact that statutory working time requirements in the home office are regularly exceeded, about health protection or the psychological endangerment of employees - all issues that a company that wants to introduce more flexible working time solutions also has to deal with legally.

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 that out of 7.040 participants, a good 40 percent of job seekers and those interested in a career would get one job change refrain from offering flexible working time models or home offices. 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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2 responses to “New Work & Future of Work: Home Office in Politics & Employer Branding”

  1. Tommy says:

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

  2. Job college says:

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

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