{"id":1106,"date":"2025-02-05T08:27:26","date_gmt":"2025-02-05T08:27:26","guid":{"rendered":"https:\/\/talenthawk.eu.applyflow.com\/uncategorized\/news-rishi-sunak-admits-working-from-home-is-probably-here-to-stay-41732\/"},"modified":"2025-11-06T12:30:14","modified_gmt":"2025-11-06T12:30:14","slug":"news-rishi-sunak-admits-working-from-home-is-probably-here-to-stay-41732","status":"publish","type":"post","link":"https:\/\/www.talenthawk.com\/blogs\/news-rishi-sunak-admits-working-from-home-is-probably-here-to-stay-41732\/","title":{"rendered":"Rishi Sunak admits working from home is ‘probably’ here to stay"},"content":{"rendered":"
Rishi Sunak admits working from home is ‘probably’ here to stay<\/strong><\/div>\n
The Chancellor said that working from home was obviously the \u2018big unknown\u2019 to have emerged from Covid-19\u2026.<\/div>\n
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What does that mean for our clients and professionals in terms of workforce, hiring, onboarding, support and productivity; and what do we think will be happening when the restrictions are eased?\u00a0 This is what our technology clients and candidates are saying:<\/div>\n
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1)\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 Productivity<\/strong> – some teams have taken to home working like ducks to water, where others have struggled due to their home environment, motivation, tech stack etc.\u00a0 People often comment they are not so much \u201cworking from home\u201d but \u201cliving at work\u201d. The challenge for Management is to keep up lines of productivity without the need for micro management, whilst not being able to see or hear the team vibe in the office and needing to place their trust in the staff.<\/div>\n
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2)\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 Time pressures<\/strong> \u2013 the very informal corridor interactions, fleeting chats and water cooler updates are not happening.\u00a0 Everything is more prescribed, booked in and formal and its difficult to have very short conversations where someone just needs a nod from their manager, confirmation of an idea or a simple acknowledgment of something.\u00a0 The accumulative knock-on effects of communication can be limiting and leave tasks outstanding for longer.<\/div>\n
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3)\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 The difficult conversations<\/strong> \u2013 conflict management is a skill in itself and we know that delicate conversations are necessary.\u00a0 These can be emotive, sensitive and can have unintended consequences.\u00a0 Reading body language is key to steer a conversation and this is not as easy when only a face or shoulders can be seen.\u00a0 The outward body signals are limited.\u00a0 Especially true for people who have yet to actually have met and built a relationship pre-Covid.<\/div>\n
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4)\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 Recruitment process<\/strong> – On line interviewing has changed the dynamic.\u00a0 A hiring manager\u2019s impression of a prospective candidate, and importantly vice versa, is more limited.\u00a0 \u00a0The way humans assess each other is largely visual in the very first seconds of a meeting, professionally or socially.\u00a0 This sets the scene.\u00a0 The handshake, the eye contact, the physical presence, posture and appearance.<\/div>\n
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\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 The Negatives<\/em><\/strong> – Each side is having to make as good as an impression as possible from a screen only and in a time of increased caution that extra piece of emotional connection can be the difference between a successful hire or not.\u00a0 Talent teams have told us that they do not have the same level of post-hiring engagement to ensure that the new joiner has settled.<\/div>\n
\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 The Positives<\/em><\/strong> – Interviews are easier to schedule and the volume of candidates seen can increase so decision making is potentially quicker and less intrusive on a candidate\u2019s working day.<\/div>\n
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5)\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 The future model<\/strong> \u2013 Management teams are thinking how best to manage their staff post-Covid.\u00a0 Despite some of the posturing by the larger global financial organisations, it seems the trend will be for a blend of office and remote working.\u00a0 Spotify have elected for fully remote but this business does not operate in highly regulated industries.\u00a0 The conundrum is how to provide a WFH policy that does not unfairly disadvantage anyone, nor does it force people to work from home if they don\u2019t want to or if they are unable to do so productively.\u00a0 The \u201cexcuse\u201d of its simply company policy to not allow WFH will no longer work and staff attrition will be directly impacted on how these policies are written and managed. TalentHawk\u2019s research suggests that 25% of a company\u2019s workforce will leave if employees are forced to return to the office five days a week.<\/div>\n
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Please share your comments and opinions, we\u2019d love to hear what you\u2019re thinking.<\/div>\n
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Keep an eye out here for further topical blogs from team Talenthawk on the future of work and the changing recruitment landscape.<\/div>\n
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 <\/p>\n","protected":false},"excerpt":{"rendered":"

Rishi Sunak admits working from home is ‘probably’ here to stay The Chancellor said that working from home was obviously the \u2018big unknown\u2019 to have emerged from Covid-19\u2026. What does that mean for our clients and professionals in terms of workforce, hiring, onboarding, support and productivity; and what do we think will be happening when…<\/p>\n","protected":false},"author":1,"featured_media":1683,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"none","footnotes":""},"categories":[37],"tags":[],"class_list":["post-1106","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blogs"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.talenthawk.com\/af-api\/wp\/v2\/posts\/1106","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.talenthawk.com\/af-api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.talenthawk.com\/af-api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.talenthawk.com\/af-api\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.talenthawk.com\/af-api\/wp\/v2\/comments?post=1106"}],"version-history":[{"count":1,"href":"https:\/\/www.talenthawk.com\/af-api\/wp\/v2\/posts\/1106\/revisions"}],"predecessor-version":[{"id":1238,"href":"https:\/\/www.talenthawk.com\/af-api\/wp\/v2\/posts\/1106\/revisions\/1238"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.talenthawk.com\/af-api\/wp\/v2\/media\/1683"}],"wp:attachment":[{"href":"https:\/\/www.talenthawk.com\/af-api\/wp\/v2\/media?parent=1106"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.talenthawk.com\/af-api\/wp\/v2\/categories?post=1106"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.talenthawk.com\/af-api\/wp\/v2\/tags?post=1106"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}