Alexander Mann Solution’s recommendations follows publication by the CIPD, the professional body for HR and people development, of its study that found one in three respondents with remote IT access to work feel they can’t switch off in their personal time. Almost one in five (18%) also said remote working makes them feel “under surveillance.”

Employee engagement and remote working

Commenting on the findings, Lisa Forrest, global head of internal talent acquisition at Alexander Mann Solutions, said: “The success of flexible working initiatives relies on effective employee engagement strategies.“However, too few organisations are currently ‘getting it right’ to the detriment of not only their employees, but also their ongoing success.“Companies must set and nurture flexible working policies from the beginning of the employment contract, and review practices regularly with employees to ensure mutual understanding and satisfaction, and foster wider organisational support."

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Related reading:

• Employee engagement: the role of global mobility

• Apprentices struggle to find time to study, says Open University

• ‘National Go Home On Time Day’ highlights flexible work right for all

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The internationally mobile employees' perspective

The CIPD's findings and advice from Alexander Mann Solutions are likely to resonate with employers of and employees who are on international assignments and travel overseas for work, especially once time zones are factored in, as much as people able to work flexibly from home.Structured, ongoing communication with home-country teams can help ease the repatriation phase for people on assignment and reduce feelings of being out of touch and the potential for disengagement.

Reaping benefits of mobile working

Lisa Forrest continues: “These individuals [people working remotely] are just as valuable as those based in the office. It’s the responsibility of employers to ensure they feel as though they are part of the business, even if they are not physically in the office.”“As the flexible working population increases, it is key that employers are better equipped to manage remote staff to ensure that employees enjoy these benefits without feeling pressurised, sidelined or disengaged.”

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