Relationship between Work from Home and Employee Productivity: 

Relationship between Work from Home and Employee Productivity: 

Productivity describes an outcome of the performance – the quantity of output that results from performance behaviours, external contextual and opportunity factors (Blumberg and Pringle, 1982; Schmidt and Hunter, 1983; Zhang et al., 2020). Employee productivity relies on the time given by an individual to perform a delegated task with a desirable outcome. Hence, employee’s productivity has a direct connection with a firms overall performance associated with financial and non-financial growth. Moreover, most businesses aim to achieve the highest employee’s productivity that is beneficial for both employee and firm. Thus, organisations monitor ongoing working hours and the number of activities performed by employees to measure productivity. However, on another note, COVID 19 has resulted in the modernisation of many organisations. As a result of the sudden implication of social distancing, firms need to start remote work that increases the use of technology and automation to run administrative operations. Such modern work tactics aids in fewer conflicts and a better work environment.

In general, organisations are bound to direct supervision for employee’s performance, so it is challenging for businesses to supervise employees while working from home. However, organisations can improve employee productivity by motivating their employees to develop a knowledge-sharing plan, use the right communication channel, maintain social interaction and measure productivity by the quality of work, not hours (Ludema and Johnson, 2020). Firms have been developing new plans and strategies such as that boosts employee’s productivity and support working from home during this uncertain period. Consequently, to maintain productivity standards, firms will set individual goals that are easy to measure. While employees are satisfied with the organisation tends to produce better productivity. Hence, during and after the COVID 19 pandemic, it was also challenging for businesses to maintain employee satisfaction with facing an economic downfall themself. In contrast, productivity levels of firms that have treated employees fairly both before and after the pandemic have remained stable.

Impact of work from home on employee productivity: 

Positive Impact: 

To begin with, the ongoing threat of the COVID 19 virus, work from home method tends to most effective practice to secure the health and safety of employees and their families. Flexibility and agility are key benefits of working from home that helps employees to balance work life and support personal responsibilities. Moreover, home working offers fewer interruptions and reduce commuting time, less stress and increase productivity. Due to the pandemic, many companies reduce their workforce, thus leading to a spike in the unemployment rate. Additionally, companies offering work from home employment benefits help employees maintain financial stability, develop strong relationships, and improve employee confidence that contributes to job satisfaction. Thus, job satisfaction, less stress and better job performance are factors that influence employee’s productivity. Technological advancements such as high-speed internet, digital media, social media, applications such as zoom, and one drive create a working platform that provides an effective communication platform between firm and employee.

Negative Impact:

Working in virtual environments has left employees feeling socially and professionally isolated because the absence of physical presence and interpersonal relationships leads to a lower feeling of belongingness, trust, and companionship. Interaction with co-workers generates a better understanding and work culture that motivates employees. Whereas working from home makes an employee feel lonely that diminish confidence, determination and self-esteem. Furthermore, many organisations need to provide necessary skills and training to prepare employees with the new remote working framework. Because employees lack any prior experience with the virtual working environment and job demands creates stress and reduces the effectiveness of their performance. Besides, employees might take advantage of less supervision and get involved in private commitments during working hours that affect productivity. As a result, it raises the question of uncertainty and reliability for employers to assess the quality of work produced by employees while working from home. Consequently, remote working decreases the effectiveness of teamwork at the workplace.

Conclusion:

There is no doubt that the COVID 19 pandemic will leave a permanent impact on organisations operational framework. To achieve better outcomes through remote working, companies may invest more in technology. COVID 19