I agree with Hazel - it varies enormously. We've not yet found a way of reliably measuring productivity of temporary homeworkers, but my perception is that at a management level it's greater than for more junior staff. There are lots of headlines about how working from home has proved we can all do our jobs effectively away from an office etc but as yet no real analysis of the impact of lost / weakened personal relationships, the absence of workplace learning (especially for new or younger staff) or impact on culture. That's not to mention any long-term musculo-skeletal health impact for many people working from sofas, kitchen tables etc....
We have looked at this, and found that feedback is so dependent on the department, team culture, line manager and even the work being done. In the main we have had super engagement and 'can-do' attitude which is great, and probably more positive than negative. But in terms of general feedback, I would suggest it is really dependent on so many factors, no one size fits all.
I agree with Hazel - it varies enormously. We've not yet found a way of reliably measuring productivity of temporary homeworkers, but my perception is that at a management level it's greater than for more junior staff. There are lots of headlines about how working from home has proved we can all do our jobs effectively away from an office etc but as yet no real analysis of the impact of lost / weakened personal relationships, the absence of workplace learning (especially for new or younger staff) or impact on culture. That's not to mention any long-term musculo-skeletal health impact for many people working from sofas, kitchen tables etc....
We have looked at this, and found that feedback is so dependent on the department, team culture, line manager and even the work being done. In the main we have had super engagement and 'can-do' attitude which is great, and probably more positive than negative. But in terms of general feedback, I would suggest it is really dependent on so many factors, no one size fits all.