CIPD Coronavirus webinar series

Remote working: maintaining productivity

22 October 2020

Welcome

Katie Jacobs, Senior Stakeholder Lead, CIPD

Katie Jacobs

Senior Stakeholder

Lead,

CIPD

Hayfa Mohdzaini

Senior Research

Adviser on Data,

Tech and AI,

CIPD

Today’s speakers

Professor Alan

Felstead

Research Professor,

Cardiff University

Tim Ringo

Author and Non-

Executive Director,

Optunli

#StrongerWithCIPD

cipd.co.uk/memberbenefits

Covid-19 resources

NEW Well-being helpline

Employment Law helpline

Communities and branches

People Management

Knowledge and content

Free learning Careers support

Professional creditability

Financial support

https://memberbenefits.cipd.co.uk/

*New* Wellbeing Resources

• The resource provides:• Legal information

• Debt and financial information

• Manager consultancy and support

• Information on work and home issues

• Factsheets, advice, information and self-help tools

• Links to specialist support organisations

• A resources area with; programmes, videos, webinars, medical information and mini health checks.

• We’ve partnered with Health Assured to support members mental health and wellbeing

• Unlimited free 24/7 confidential telephone helpline, online portal & Health e-Hub app

Findings from the CIPD

Hayfa Mohdzaini, Senior Research Advisor – Data, Tech and AI, CIPD

Fears about falling productivity levels have not been realised

CIPD. (2020) Embedding new ways of working: implications for the post-pandemic workplace, London: Chartered Institute of Personnel and Development.

CIPD. (2020) Embedding new ways of working: implications for the post-pandemic workplace, London: Chartered Institute of Personnel and Development.

https://www.cipd.co.uk/Images/embedding-new-ways-working-post-pandemic_tcm18-83907.pdfhttps://www.cipd.co.uk/Images/embedding-new-ways-working-post-pandemic_tcm18-83907.pdf

There are some employers suggesting productivity levels have been hampered.

Key factors include:

• Lack of staff motivation and engagement

• Difficulties in ensuring staff interaction/co-operation

• Ability to monitor staff performance

However…

Is employee monitoring the answer?

Employers should think twice before introducing any kind of monitoring software to measure an individual's productivity.

How can we ensure productivity and keep staff motivated and engaged?

It will be difficult to reach pre-pandemic targets, but we can continue to keep staff motivated and engaged through this period.

• Collaboration

• Brief stand-up meetings

• Technology

The Growth of Working at Home and its Productivity Consequences:

Worker and Employer Survey Evidence

ALAN FELSTEADSCHOOL OF SOCIAL SCIENCES

CARDIFF UNIVERSITY(alanfelstead@cf.ac.uk)

mailto:alanfelstead@cf.ac.uk

Growth of Homeworking Before,During and After Lockdown

Growth of Homeworking: Worker Surveys (1)

Source: own calculations spring/Q2 Labour Force Surveys, 1981-2020

0

1

2

3

4

5

6

7

8

9

101981

1982

1983

1984

1985

1986

1987

1988

1989

1990

1991

1992

1993

1994

1995

1996

1997

1998

1999

2000

2001

2002

2003

2004

2005

2006

2007

2008

2009

2010

2011

2012

2013

2014

2015

2016

2017

2018

2019

2020

% R

epo

rtin

g W

ork

ing

Mai

nly

at

Ho

me

2.4%

4.7%

8.6%

1.5%

Growth of Homeworking: Worker Surveys (2)

Source: own calculations based on the Understanding Society Covid-19 Study, April, May, June and July 2020.

0

5

10

15

20

25

30

35

40

45

January/February

2020

April 2020 May 2020 June 2020 July 2020

% o

f 1

6+

in

em

plo

ym

ent

Sometimes Often Always

Growth of Homeworking: Worker Surveys (3)

Source: based on data taken from the ONS Opinions and Lifestyle Survey, 16 October 2020.

0

10

20

30

40

50

60

Per

cen

tag

e o

f w

ori

ng

ad

ult

s

Low point in late

August 2020

Growth of Homeworking: Employer Surveys

Source: based on published data taken from the ONS Business Impact of Coronavirus (Covid-19) Survey, 7-20 September 2020.

0

10

20

30

40

50

60

70

80

Yes No Don't know Yes No Don't know

More working at home prompted by Covid-19 Future use of homeworking

% o

f em

plo

yer

s

Productivity Consequences

Consequences for Productivity:Worker Evidence (1)

0

5

10

15

20

25

30

35

40

45

Much more done

per hour

A little more done

per hour

Same done per

hour

A little less done

per hour

Much less done per

hour

% o

f h

om

ewo

rkin

g e

mp

loyee

s

Source: own calculations based on the Understanding Society Covid-19 Study, June 2020.

Consequences for Productivity:Worker Evidence (2)

11.8

40.934.1

13.2

Homeworkers’ Future Preferences

Never working at home Sometimes working at home

Often working at home Always working at home

0

5

10

15

20

25

30

35

Got much more done per hour at home Got much less done per hour at home

% o

f ho

mew

ork

ing

emp

loye

es

Future Homeworing Preferences and Productivity

Change

Never want to work at home again Wants to work at home always

• Nine out of ten employees who worked at home in June 2020would like to continue doing so

• Nearly half would like to workat home often or always

Source: own calculations based on the Understanding Society Covid-19 Study, June 2020.

• The most productive are the keenest to continue workingat home

• ‘Selection effect’ benefitsfuture productivity

Consequences for Productivity:Employer Evidence (1)

0

10

20

30

40

50

60

Rise No change Fall Don't know

% o

f em

plo

yers

Productivity Effect of Homeworking

Source: based on published data taken from the ONS Business Impact of Coronavirus (Covid-19) Survey, 7-20 September 2020.

Consequences for Productivity:Employer Evidence (2)

0

10

20

30

40

50

60

70

Improved staff well-being Reduced overheads Increased productivity

% o

f em

plo

yers

Reasons for Future Use of Homeworking

0

10

20

30

40

50

60

70

Not suitable for

business

Not sure Reduced

communication

Reduced

productivity

% o

f em

plo

yers

Reasons for Not Using Homeworking in the

Future

Source: based on published data taken from the ONS Business Impact of Coronavirus (Covid-19) Survey, 7-20 September 2020.

• Nearly one third of employerssay that increased productivityis one of the benefits ofmaking working at home a permanent feature

• Only one in twentyemployers give reducedproductivity as a reasonfor not using homeworkingin the future

Increased Levels of HomeworkingAre Here to Stay

On this the Financial Times and Daily StarAgree – Deodorant Sales are Falling!

Some Further Readingand Another Web Site to Browse!

https://wiserd.ac.uk/publications/homeworking-uk-and-during-2020-lockdown

https://www.propelhub.org/

https://wiserd.ac.uk/publications/homeworking-uk-and-during-2020-lockdownhttps://www.propelhub.org/

25

Tim’s Biography

Overview: 30-year career as a senior executive leading HR management consulting and HR software engagements, worldwide. Based in the UK and US.

• Author, Board Advisor, Conference Speaker, Workshop Facilitator

- Calculating Success; Harvard Business Review, 2011

- Solving the Productivity Puzzle; Kogan Page, August 23rd, 2020

• Retired Senior Executive:

- SAP Successfactors (VP) 2014-2020

- IBM (VP) 2006-2011

- Accenture (Managing Director) 1990-2006

• Chartered Fellow of the CIPD (FCIPD)

• BSc Business Administration (major Finance)

- The Ohio State University, Max M. Fisher College of Business

Website: timringo.com

Twitter: ringouk

Tim Talk: YouTube (two episodes per month)

Pre-Order: on Amazon and koganpage.com

26© 2019 Tim Ringo - All rights reserved

We Have to Change – Don’t Waste the Crisis

Productivity Redefined….Think and Do Differently

“…various measures of the

efficiency of production; a

productivity measure is

expressed as the ratio of output

to inputs used in a production

process, i.e. output per

unit of input”

“getting stuff done that

measurably improves the

economic and human

interests of organizations

and society at large”

The Classical

Definition

of “Productivity”

A NEW Definition

of “Productivity”

…People Performance

27© 2019 Tim Ringo - All rights reserved

The Core Principle of a Motivated Workforce

Matching Work to Desire

Everyone has been made for some

particular work and the desire for that

work has been put in every heart

- Rumi

28© 2019 Tim Ringo - All rights reserved

Work Smarter to Get the Economy Back on It’s Feet

The Solution: People Engagement, Innovation, and Performance (PEIP)

The “equation” for working smarter:

Right

people

Right

skills

Right

place

Right

time

Right

motivation

PEIP

Help people harness AI and Machine Learning to turbo-charge performance

PEIP Emerging

technology

Historic People

Productivity

29INTERNAL© 2019 SAP SE or an SAP affiliate company. All rights reserved. ǀ

The Solution: The Integrated Employee Experience

Help People Match Desire to Work

29

Enterprise

Strategy

Enterprise

Performance

Learning &Collaboration

Workforce Mgmt &

Succession

Performance &Goals and Rewards

Recruitment & Onboarding

People

Engagement

Innovation and

Performance

Questions

Please use the Q&A function to submit your questions

Please submit your questions for:

• Hayfa Mohdzaini, Senior Research Advisor –Data, Tech and AI, CIPD

• Professor Alan Felstead, Research Professor, Cardiff University

• Tim Ringo, Author and Non-Executive Director, Optunli

#StrongerWithCIPD

cipd.co.uk/memberbenefits

Covid-19 resources

NEW Well-being helpline

Employment Law helpline

Communities and branches

People Management

Knowledge and content

Free learning Careers support

Professional creditability

Financial support

https://memberbenefits.cipd.co.uk/

Further information

NEW wellbeing helpline for CIPD members

CIPD coronavirus hub

Developing effective virtual teams

CIPD community

Acas Code of Practice on flexible working requests

Gov.uk/coronavirus

https://www.cipd.co.uk/membership/benefits/wellbeing-helpline-serviceshttps://www.cipd.co.uk/news-views/coronavirushttps://www.cipd.co.uk/knowledge/fundamentals/relations/flexible-working/developing-virtual-teamshttps://www.cipd.co.uk/communityhttps://www.acas.org.uk/acas-code-of-practice-on-flexible-working-requestshttps://www.gov.uk/coronavirus