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  • Writer's pictureKyle Brade-Waring

The Future of Working From Home for SMEs: Creating a Win-Win Strategy


Woman in a bright, colourful home office filled with plants, contrasted against a dark and cramped corporate office.


Recent years have seen a dramatic shift in power from employers to employees, a phenomenon significantly driven by the rise of Working From Home (WFH). As the geographical boundaries of employment collapsed, recruitment agencies thrived, salaries rose, and many workers opted for early retirement or part-time positions. Large tech companies, once WFH champions, are now demanding a return to the office. But where does that leave Small and Medium Enterprises (SMEs)? This article aims to help SMEs navigate these complexities, offering practical tips for making WFH a win-win scenario.



The Tipping Scales – From Employer-Centric to Employee-Centric

WFH initially acted as a catalyst for employee empowerment, giving workers more control over their schedules and work environments. But now, tech giants are reverting to office-based models, forcing employees to reconsider life choices they made based on WFH possibilities. This abrupt switch has emotional consequences for workers who've already adapted to a remote lifestyle. So where do SMEs fit in this evolving landscape?


Working from Home (WFH) initially served as a liberating force for many employees. It allowed for a reimagined work-life balance and led to significant life choices. People moved to quieter suburbs, sold their cars, and celebrated the freedom of a commute-free life. Just imagine: one minute you're sipping your morning coffee in your kitchen, the next, you're logged into a meeting—no rush hour traffic, no train delays, no stress.


Now, imagine that being suddenly stripped away. Large tech companies are reverting to an office-first model, leaving their workforce scrambling to readjust. The implications are real and far-reaching: you may need to relocate closer to work, buy another car, re-enroll your child in a different school, or sacrifice the hours you regained from not commuting, potentially impacting your mental and physical well-being. All of these changes can be jarring, causing not just logistical stress but emotional turmoil as well.


So, where do SMEs fit in this evolving landscape? With large companies setting the trend, the looming question is whether SMEs will follow suit or pave their own path.



Why Work From Home Can Be a Game-Changer for SMEs

The ability to hire from anywhere has particularly benefited SMEs, who may not have been able to compete with larger companies on salaries or amenities. Beyond just recruitment, WFH has provided operational flexibility, benefiting both employees and employers. While some SMEs have been cautious about full-scale WFH implementation, this caution can be an advantage, allowing for a more tailored approach.



Strategies for Effective Work From Home Management

Managing a remote workforce comes with its unique challenges and opportunities. Here are some tailored tips to help SMEs make the most of WFH arrangements:


1. Redefine Performance Metrics

Move away from traditional KPIs that focus on 'presence and busyness at their desk.' Instead, concentrate on 'measurable outcomes and activity.' It's results that matter, not just seat time.


2. Weekly Check-ins for Alignment

Establish a weekly routine for check-ins where each employee shares their Top Wins, a Concern, and their Top Priorities for the week ahead. Ensure these virtual meetings happen via video conferencing platforms like Teams or Zoom. It's crucial for rapport and helps gauge the team's well-being and engagement level.


3. Make Career Development Visible

Traditional watercooler chats about career progression are not feasible when WFH. Thus, planned conversations should replace or back-up casual chats. Schedule these talks and document plans, ensuring employees feel acknowledged and valued by the leadership. It's an effective way to reduce staff turnover.


4. Hone Your Remote Management Skills

Effective management of a remote team requires a different skill set than in-person management. Invest in your abilities to communicate, empathise, and problem-solve from a distance. If you're unsure where to start, seek external guidance or training.


5. Establish a Conducive Work From Home Ecosystem

For WFH to be effective, both employers and employees must create an environment conducive to productivity. As an employer, set expectations about what that environment should include, and be prepared to offer support where necessary:

  • Desk Space: Employees should have a designated workspace.

  • Chair: A comfortable and ergonomically-sound chair is essential.

  • Lighting: Good lighting is necessary to reduce eye strain.

  • Secure Storage: Provisions should be made for the safe storage of confidential information.

  • Distractions: Guidelines may be set to manage distractions during work hours.

  • WiFi: Reliable internet is a must for seamless work.

  • Schedule: Discuss work hours, break times, and whether flexibility can be offered in the daily schedule.


Just as employees are expected to adapt to this new way of working, employers should also consider how they can support their staff in setting up an effective home office. This could mean offering subsidies to cover part of the home-office costs (especially if there are not enough desks for each person to work in the office), but you could also ask the employee to provide these if they prefer to work from home rather than at the office which has already been set up for them. The investment not only enhances productivity but also signals to your team that their comfort and well-being are a priority, further cementing the win-win nature of WFH arrangements.



The Real Costs and Work-Life Balance Equation

When contemplating the future of work, SMEs must recognize that employee satisfaction isn't just a soft metric; it's a powerful driver of overall WFH effectiveness.


The equation can be simplified as:

The Working From Home Equation: WFH Effectiveness = Talent Pool Expansion + Employee Satisfaction^2 + Operational Savings - Management Complexity - Infrastructure Costs

The squared term of "Employee Satisfaction" emphasises its exponential impact on productivity and overall effectiveness, providing employees are well-managed and have a home set-up that helps them perform well.


If we force a return to the office, we risk drastically reducing this crucial variable, jeopardising the entire equation. The loss of work-life balance, increased commuting stress, and potential additional expenses can directly undermine employee satisfaction—and thereby productivity.


Let's do the math in a way that uplifts everyone.

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