Working on site in dedicated office space, where employees come from 9 a.m. to 5 p.m., has been replaced relatively suddenly by mobile work and home office due to the corona pandemic . What initially posed a major challenge for employees and companies will probably remain in place after the pandemic. At least 80% of the companies surveyed as part of the Deloitte Flexible Working Study 2020 assume this.
Two out of three employees would also like to continue to have the opportunity to do their work flexibly in the future. However, they are not only aware of the advantages, but also of the disadvantages: In the above-mentioned survey, almost every second respondent stated that he/she misses a clear separation between working hours and leisure time when working on the move.
If mobile working is to establish itself successfully not only as a pandemic-related but as a long-term working model, there are still a few challenges to be overcome.
Flexible working models
The ability to work flexibly in terms of time and location has many advantages: By not having to commute to work, employees save time and often stress. Many can work more concentrated and thus more effectively within their own four walls. In the ideal case, the comparatively free time management can enable a better work-life balance and an optimal work-life balance. However, there is also the risk that it will become increasingly difficult to separate work and leisure time when both take place in the same place. Even if the prerequisites do not allow undisturbed work (for example due to a lack of a study or children requiring care at home), working from home can have considerable disadvantages. Companies are also in demand here
