Sometimes presented as two opposing ways of working, choosing between teleworking and face-to-face work is a real question for companies today. So what is the best option for organizations? Today, we’ll tell you what’s best for you.
The benefits of telecommuting
Telecommuting, like face-to-face work, has its share of advantages and disadvantages. Here are some of them:
- Greater freedom for employees in time management. This can notably contribute to their well-being at work;
- Fewer journeys, less stress and pollution related to journeys. This also induces a reduction in transport costs;
- More freedom in the way of reconciling professional and personal life;
- Greater employee autonomy, which is a motivation and performance factor. That said, it is always good to remember that autonomy is not synonymous with independence, and that a framework is necessary for the smooth running of a teleworking activity;
- On the business side, we can observe savings in rent and charges because fewer people need to be present in the premises;
- A significant reduction in work stoppages and absenteeism.
The advantages of face-to-face work
- More direct communication, therefore faster and more spontaneous. We talk directly to collaborate on a task or delegate a mission, we avoid misunderstandings;
- Facilitates mutual assistance between colleagues: by having the option of speaking to each other directly, it is easier to ask for and/or offer help;
- Avoids isolation, and therefore anxiety, malaise…
- Facilitates concentration. A work environment designed for concentration and productivity makes it not too easily distracted;
- The premises are also designed to promote a healthy work environment: tools (including an internet connection) that work well, ergonomic furniture, adequate light, etc. This avoids injuries and discomfort;
- A strong sense of belonging and team spirit thanks to daily contact with the rest of the team;
- Facilitate the integration of all employees, thanks to daily contacts, formal and informal.
Telecommuting or face-to-face: combining the advantages
If both models have many advantages, then why not imagine combining the best of both worlds?
By opening the dialogue with the members of your team, you will have the opportunity to find compromises that suit everyone, such as partial teleworking, or occasional teleworking. Indeed, 60% of French people would like to be able to reconcile the two, according to this Elabe study.
Partial telework
This means that employees can choose to telecommute between 1 to 3 days a week. This allows them to combine the advantages of teleworking and those of face-to-face work. It offers them greater flexibility in the conduct of their missions and improves their quality of life at work.
Occasional telecommuting
Unlike regular telecommuting (whether full-time or part-time), occasional telecommuting is not defined by a fixed schedule. The employee will only work from home on an ad hoc basis, i.e. only a few days or weeks per year.
This flexibility makes it possible in particular to reduce absenteeism due to transport problems or bad weather, for example. This solution will also make the day easier for employees who have to deal with an unforeseen event or who feel tired. Here again, you reinforce a feeling of confidence and promote QWL.
Your organization can derive many benefits from both models. However, to implement them effectively and productively, it remains essential to train your managers in remote management techniques, which require their own tools and techniques.
