Opinion: Is the verdict in on WFH?

Will we continue to work from home after the coronavirus pandemic is over?

What have been the long-term effects – both positive and negative – on employees who have converted, perhaps even permanently, to a WFH status? Has the Zoom-it-all world that began in March made employees more or less productive? Happier or sadder? Are companies more profitable, with much less overhead and collateral costs, or are they losing customers and clients because of the lack of human interactions that is so common in the sales process? How many of us yearn for the days of friendly socialization that is a part of the office environment?

Good questions all and the answer to each is probably: It depends.

An article in the winter 2020 issue of HR Magazine offers a point-counterpoint discussion between two human resources professionals. It asks, “Do Workers Need to Return to the Office After the Coronavirus Threat Subsides?” One writer argues vehemently “yes,” that many employees are miserable working from home and the strain on their mental and physical health, morale, enthusiasm and even the impact on their families is substantial. The other writer says an emphatic “no,” that WFH employees are more comfortable, more productive, happier not having to commute and don’t necessarily miss being in the same building as their bosses and colleagues.

People with a lot of skin in the game – company owners and leaders, HR lawyers, building owners and office real estate property managers – mostly agree we will continue to work from home even after the vaccine goes global and the virus ebbs. Among others, Facebook, Google, Shopify, Twitter, Zillow and Mastercard have shifted much of their operations to WFH and have said they will continue that way indefinitely.

It seems most likely we will see a hybrid office-WFH model, similar to what is happening in many K-12 schools and colleges and universities, with two days in the building and three days back online at the home. Employees who don’t have to be in the building for essential reasons – facilities, security and information technology – will be able to either opt in to this type of schedule or stay working from home completely.

Few workplace issues during this past year have raised more heated discussions among employees, executives, unions, business owners, lawyers and even Employee Assistance Program therapists than the WFH issue. The labor side argues the employer gets the majority of the benefits from WFH: Employees often must provide and pay for their own internet connections; use their personal laptops, tablets, desktops and printers; buy their own office supplies and furniture, including desks and chairs; deal with ergonomic issues; and provide their own coffee.

The employer says WFH offers you the best chance to keep your job during the pandemic. You have access to network systems and Zoom accounts, so you can get to all the work you need to do. We won’t micromanage your every moment, as long as you get your work done and stay productive, and you can take care of family business, within reason. You can dress casually; avoid a long commute in bad weather; not have to pay for parking or gas; and skip day care challenges. Less wear and tear on your car, less wear and tear on you. You can function in a comfortable environment you can fully control.

Some employees enjoy working from home because it removes them from the workplace where little things done by their co-workers drive them crazy. No need to hear loud phone conversations, speakerphone meetings, smell overpowering colognes or perfumes, listen to sports talk radio blaring from an adjacent cubicle or clean the exploded salmon out of the break room microwave. No more boring meetings – it’s easier to multitask during Zoom meetings – much less bullying or harassment, and fewer conflicts ending in the silent treatment.

Other employees talk about how they miss contact with other like-minded adults, how they miss team discussions over lunch and how hard it is to concentrate on work with so many distractions at home, ranging from toddlers to working a few feet away from their kitchen, couch or TV. All this has led some workers to feel anxious, depressed and unmotivated when it comes to considering another six months or even another year of WFH. Business leaders will have to make some tough decisions about when, if and how their employees return to the office environment.

The next COVID-19 workplace challenge certainly will end up in court: Can employers mandate that employees get the vaccine before they return to their buildings? It could become a standoff between “no shots/no entry” and “you can’t dictate my individual medical decisions as a condition of my employment.”

Stand by for those battles.

Steve Albrecht is a Springfield-based trainer, human resources consultant and employee coach. He can be reached at drsteve@drstevealbrecht.com.