Remote work… what’s the final word?

Fortunately, very little today reminds us of the challenging Corona years. No more masks, no closed restaurants, no testing centers, and no constant reminders about behavior. However, those years of crisis have left a lasting impact, particularly on the labor market, where the changes have been both profound and permanent.

One topic that has preoccupied both employees and employers since the lifting of the 'special' conditions and the return to 'normalcy' is the handling of remote work. Counting all the studies conducted and published on this subject since then would take a considerable amount of time, as would attempting to understand the current situation based on their results.

‘Remote work leads to overwork’ (EBRD), ‘Remote work is popular and mostly productive’ (Deloitte), ‘Remote work causes loneliness’ (Perspectives on Psychological Science), ‘Nearly a third of employees want more remote work’ (ECB), ‘Remote work is becoming established’ (ifo Institute)… This is just a small selection of headlines from a quick Google search on the topic ‘remote work, study’. And even here, we see – or rather, we don't see – any clear direction.

If, as an employer, you wish to have your employees physically back at the workplace in the long term, you will undoubtedly find a study that offers arguments supporting why this would be beneficial not only for you but also for your employees.

If, as an employee, you seek a scientifically backed explanation for why you should be allowed to continue working from home, you will certainly find one.

So, what’s the final answer? Should we embrace remote work or not?

Work models in the context of the skilled labor shortage

Allow me to give you a brief report from the 'front lines,' where we conduct dozens of interviews daily, listening to the needs of both employees and employers.

First, it is crucial to remember the following: the remote work discussion takes on an entirely different dimension in the context of the skilled labor shortage. Making decisions for or against remote work based solely on study results carries risks. To explain: the skilled labor shortage will impact the labor market for a very long time (not just years, but decades!). Additionally, with the rapid rise of AI, the next significant wave of digital change is already upon us, presenting further challenges for recruitment.

As an employee, current developments place you in a strong negotiating position because you are needed and can therefore demand more. So if you desire remote work (or part-time work, special benefits, or anything else), your chances of having your wishes granted are much better than they were before 2020. However, keep the following in mind: You need to be remote work ready. This means you must be able to work efficiently from home. If you know that this is challenging for you, it's better to go to the office. Doing so will help you avoid inevitable conflicts with your new employer

For you as an employer, the situation is even more straightforward: They must (if the nature of the work allows it) offer the most attractive employment conditions possible in the current context of the skilled labor shortage. Otherwise, you risk putting yourself at a disadvantage compared to your competitors and losing your competitive edge. At SwisSolution, our interactions with candidates reveal that remote work or flexible working hours are almost universally no longer just desired but have become non-negotiable employment conditions.

Crises accelerate social processes, changes, and structures. In the case of Covid-19, the impacts on our labor markets were both significant and lasting. Remote work is here to stay and will continue to establish itself as a common working model.

Doris Fink

Managing Director/Owner