Amendments to WFH concept needed

A shift in corporate culture and policy may be necessary to address the issue of work-from-home (WFH) fatigue.

Both employers and employees agree that rather than a complete shift back to the office, a hybrid of both may become the norm post Covid-19. At the same time, both sides also say that there are sacrifices to be made before the benefits can be experienced.

The Malaysian Trades Union Congress (MTUC) said employers will have to be more tolerant and flexible while the Malaysian Employers Federation (MEF) said compromise is essential to ensure success of a hybrid arrangement.

The WFH arrangement in the past year or so has taken a toll on both workers and businesses alike. For the employees, it means longer work hours, unhealthy work-life balance and mental strain from having to take on a wider range of responsibilities, while employers feel WFH has led to a negative impact on productivity.

In a recent survey of 1,500 office workers across the Asia-Pacific, 68% revealed that they prefer a model that allows them to switch between the office and home, or elsewhere.

This was a slight drop from 74% recorded in a similar survey conducted in October last year.

The survey also showed that preference to work in the office post-pandemic has risen to three days a week, compared with two in the previous survey.

About 60% of respondents said they were more productive in the office than at home, compared with 54% a year ago.

Human resource expert Srithren Krishnan said a more organised routine was among reasons for the preference to return to the office.

“Working from home often leads to responding to demands from bosses all day.

“Furthermore, there is an increase in demand from the spouse and children when you are at home.”

Srithren added that a shift in corporate culture and policy is necessary, and this should include a clause in the employment contract that specifically states what constitutes WFH and how an employee can be compensated for the extra work.

He said the government should also amend the Employment Act to protect employees when they work from home.

MTUC deputy president Mohd Effendy Abdul Ghani said a clear policy is needed to guide employers.

“Employers should be more tolerant and flexible by giving permission as well as freedom for employees to manage their families while completing office assignments.”

He said they must also be more tolerant and understand that the quality of work at home will differ from that at the office.

Effendy said personal factors such as costs, loneliness, stress, distractions, burnout, impact on mental health and problems with professional development caused by WFH inclines many employees to prefer returning to the office.

MEF president Datuk Dr Syed Hussain Syed Husman said employees must realise that the same problems they face in the WFH arrangement will continue under a hybrid concept.

“On days when they choose to work from home, they may have to work longer hours. There will be more virtual meetings and the line between work and personal life will be blurred,” he told theSun.

Syed Hussain said employers who adopt the WFH policy must define the expectations, responsibilities, eligibility and other guidelines.

“WFH should be carefully designed to ensure it results in efficiency and higher productivity.”

He urged employers to offer guidance and advisory services, equip staff with the necessary tools, offer mental health support, and allow employees to schedule their own work hours.

At the same time, he said employers should also establish performance targets but avoid micro-management.

“When employees are given the freedom to design their own schedules, they may be able to establish a healthy work-life balance,” he added.

Source:
Hakem Hassan /
https://www.thesundaily.my/home/amendments-to-wfh-concept-needed-GE8116686