SwingsitlikeHogan
Major Champion
‘Work is not a Place’
…is the emerging view of many senior Civil Servants who testify that, despite the assertions by [redacted] productivity in their teams who WFH has actually gone up compared with pre-pandemic levels. Processing delays being experienced in some departments are not to do with productivity…rather it is a function of the volume of work that has built up over the pandemic.
Indeed I might suggest that WFH enables such as Civil Services departments to recruit more and better from wider afield as the need to travel into an office on a daily basis is removed. Consequently the backlog should/could be cleared quicker if recruitment is expanded.
Personal experience of my Mrs indicates this to be exactly the case. Post-pandemic lockdowns her charity employer now gives those on my wife’s team the option to WFH 100% (other than a very occasional training day); 100% Office; or mix. My wife chooses 100% WFH. Previously all worked in the office. The employer recently needed to recruit new members into my wife’s team. In past recruitment of breast cancer nurse specialists to work in central London was problematic. No longer. New recruits are from far and wide - choosing the WFH option.
Once they’d sorted the technology and put in place working practices to support WFH, it has been a no-brainier for the charity - it is working supremely well and is saving both the charity and its employees money.
…is the emerging view of many senior Civil Servants who testify that, despite the assertions by [redacted] productivity in their teams who WFH has actually gone up compared with pre-pandemic levels. Processing delays being experienced in some departments are not to do with productivity…rather it is a function of the volume of work that has built up over the pandemic.
Indeed I might suggest that WFH enables such as Civil Services departments to recruit more and better from wider afield as the need to travel into an office on a daily basis is removed. Consequently the backlog should/could be cleared quicker if recruitment is expanded.
Personal experience of my Mrs indicates this to be exactly the case. Post-pandemic lockdowns her charity employer now gives those on my wife’s team the option to WFH 100% (other than a very occasional training day); 100% Office; or mix. My wife chooses 100% WFH. Previously all worked in the office. The employer recently needed to recruit new members into my wife’s team. In past recruitment of breast cancer nurse specialists to work in central London was problematic. No longer. New recruits are from far and wide - choosing the WFH option.
Once they’d sorted the technology and put in place working practices to support WFH, it has been a no-brainier for the charity - it is working supremely well and is saving both the charity and its employees money.