Is Working From Home The Best Solution?

Now that the world and more specifically Australia is returning to a new normal in the (nearly) post COVID era, a number of workers are finding that working from home is not providing the level of job satisfaction many thought it would.

There is no doubt some workers are returning to the office and from what we are hearing is for at least 3 days a week. The return to office is for many reasons, not the least of which include collaboration, teamwork, learning from others, more direct and faster assistance with challenging tasks and many more such things. They are currently enjoying their return to the collegiate work environment. 

There is no doubt that there is still a preference to have the work life balance enabled by hybrid roles and it is highly likely that these will continue in the future.

One of the most commonly criticized aspects of working from home has been referred to as “home front burnout” which if you haven’t heard of it refers to a creeping tendency given an inability to successfully hire, the unrelenting pursuit of improved productivity and profitability when coupled with poor communication between home and office.

It is difficult for management to understand workloads when dealing with workers in their own environments, particularly when compared to managing at the desk. Many have said that they get significantly more time to get the job done with no travel. Working alone in their own space, management continues to increase workloads until individuals become overwhelmed and either vote with their feet or become disgruntled which invariably leads to less productivity. Management is continually fixated to drive better performance from team members, so the situation soon develops into one of lack of respect and unhappiness even though productivity may improve, at least in the short term.

Senior management does not “get it” as their P&L is reporting improved results and measures on culture and wellbeing are hard to obtain in a fragmented office model.

One of the underlying issues is that it is hard to determine what workload should be allocated to at home workers?

Often it is continually piled on until it falls over. 

There is a way to manage this from the individual’s perspective; a way which will be effective in ensuring they do not become overwhelmed by the expectations of others.

That is to be their own boss. 

Once you are generating a level of ongoing revenue you can manage and control aspects such as workload.  

Indeed, nearly every aspect of your day-to-day business life can be determined by you, whether it be home v business office, reward, and recognition, marketing, budgets, hiring and firing, days and hours you work, plus more. 

This opportunity has never been more available than right now in the professional service sector, specifically recruitment. 

Tanner Menzies have designed and implemented a License model which enables you to control your own destiny where all aspects are covered. Just bring along your proven track record of success and we can help with the rest. 

More importantly, also refer back to the various positives mentioned at the start of this blog that return to workplace staff were enjoying most, they are all provided in this model. No need to be overwhelmed by your job or unsure about your future. The time is now, so give us a call to discuss the course of your future.

To know more, please call Peter Gleeson 0419367569, Ian Stacy 0417478229, or Peter Tanner 0419826637 or visit