Helix Scientific eBook - Flipbook - Page 6
If there is any concern around productivity at home, it’s possible to monitor employees through computer usage,
virtual clocking in/out, email monitoring or chat. You might prefer to track employee engagement and mental and
physical health instead. Always ensure that access is limited and use data securely and responsibly.
Just as we need adequate space and the necessary equipment in an office, we all need this at home too. Discuss
your employees’ workspaces and how they might be improved. A dedicated work area might not be possible for
everyone, but you can ensure that other health and safety guidelines are met, such as ergonomic chairs and regular
screen breaks. Find out if they are sharing broadband with others working from the same place and see if there are
any easy upgrades or dedicated lines you can offer them.
If an employee wants to continue working from home but is required to attend the office, ensure that your refusal
is reasonable and based on the tasks they need to complete rather than past performance or productivity issues. If
they can’t attend the office due to shielding or health issues, consider redeployment to another area which would
allow them to work remotely. If this isn’t possible, do everything you can to make them feel confident in returning
to the office. Consider changing their working hours so they don’t need to navigate peak hour commuting on public
transport and additional safety measures once they arrive in the office, such as extra distance from other workers
and screens around their personal workspace.
Copyright © 2020 by Helix Scientific Recruitment Ltd
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