"According to doctoral researcher Johanna Jansson, the post-pandemic confrontation where management demands a return to the office while employees want to remain remote easily leads to a stalemate. As remote work is the biggest change in working life since the Industrial Revolution, these growing pains are natural-but the solutions require a new way of thinking. Jansson's research delves into how human resource management practices (HR practices) should be implemented in new work environments."
"Many companies try to adapt to remote work by updating individual HR practices, which in itself is a good thing. However, it's only part of the solution. If the organization's basic structure is still designed only for office work, tweaking individual practices is like putting winter tires on a convertible. You might get a little more grip, but the ride is still inefficient and uncomfortable because the car's structure is wrong for winter conditions," Jansson explains."
Successful remote work rests on three foundations: organizational design, the supervisor-subordinate relationship, and the employee's own role. When these three foundations are balanced, company performance and employee well-being can be promoted simultaneously. A post-pandemic confrontation in which management demands a return to the office while employees prefer remote work often causes stalemate. Remote work requires a shift from control to coordination because it relies on employee autonomy. Updating individual HR practices alone is insufficient when the organization's basic structure remains designed only for office work. Integrated alignment across levels is necessary for effective implementation.
#remote-work #hr-practices #organizational-design #supervisor-subordinate-relationship #employee-autonomy
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