Is Everyone Still Getting Remote Work Wrong?

ZDNet asks: why is everyone getting remote working wrong?

Researchers at tech analyst Gartner believe a rigid requirement to return to offices is a mistake. But the researchers also believe so-called 'hybrid' schedules often are also flawed:

'Most of those work models delivered below-average outcomes,' the research found, and the common factor was some kind of rigid on-site requirement. Much more successful was a 'hybrid-flexible' set-up offering leaders and employees the opportunity to choose where they work from. But most successful by far were workplaces that offered this flexibility and also included elements of 'intentional collaboration and empathy-based management', where bosses don't force staff to come to the office just to keep an eye on them.

How the working week is organized matters: get it right, and staff are more likely to want to stay, and more likely to perform well. Autonomy also reduces fatigue, which in turn means workers are likely to sustain good performance over time.
ZDNet also tested virtual reality meetings — concluding they're 'still undeniably somewhat clunky and can make you feel a bit awkward.'

But at the same time, 'I was also surprised by how much benefit they could potentially deliver.'

Sure, a meeting with avatars that only look a bit like your colleagues, in a fantasy meeting room that wouldn't look out of place in a Bond villain's lair does feel a bit ridiculous. But it also — and this was the revelation to me — adds a level of engagement that you just don't get from a video meeting of colleagues occupying flat tiles on a screen. It provides a sense of being there (wherever 'there' was) that adds meaning beyond what you get from staring into a monitor.

I'm not saying I want to have every meeting in VR from now on: far from it. But we have to see the present state of hybrid and remote working as just the current state of the art, and to keep experimenting, and thinking, about the way we work.

Read more of this story at Slashdot.