Background – Covid19
Humanity has been grappling with the pandemic since early January 2020, created by a coronavirus (Covid19). With neither a known cure nor prevention, the only way to restrict the virus’ spread was through social distancing, i.e., isolating the sick (Sintema, 2020). Thus, most countries were placed under lockdown (Kaplan et al., 2020). The pandemic had changed the way of functioning for all, some drastically, most permanently. Though countries have started the vaccination process in early 2021, multiple strains created virus’ rapid mutation have forced governments across nations to follow social distancing measures, with lockdown restrictions extended (temporarily and intermittently) (Richardson, 2021). Public schools, colleges, public utility spaces like gyms, theatres, malls, etc.) are shut or re-shut after opening for a few weeks. In this scenario, online platforms came to the rescue for socially isolated human beings. Forced to stay at home and unable to venture out, people turned to online avenues for business, education, entertainment, and social interactions. Schools, colleges, and offices, whoever can, shifted to work-from-home arrangements (WFH). Multiple organizations have mandated their workforce to work from home. As per a McKinsey 2021 survey on executives from over 100 geographic locations, most of them are likely to follow a hybrid model of functioning post-pandemic (Alexander et al., 2021).
Since the onset of the pandemic, many organizations have shifted to remote working (work-from-home), in whichever role is possible. New-age stalwarts like Google, Facebook, Twitter, Amazon had mandated one-year or even lifetime work-from-home options. In India, too, companies like Citibank, BCG, HUL, KPMG, RPG Group, Cognizant, Infosys, Philips, Pfizer, Pidilite, and TCS (Basu, 2020), to name a few, have mandated that only essential workers are required to be physically present in the office premises. Tata Group has implemented work-from-anywhere for its employees in specific functions (sales, digital marketing, HR, IT support, etc.) (Bhalerao, 2020). While most preferred to work-from-home during the early lockdown period (as per a survey conducted by Lenovo in July 2020 (Caramela, 2020), the increase in productivity also led to more stress and difficulty in maintaining work-life balance. In addition, people also faced toxic workplace behaviour, albeit online, including incivility, aggressive behaviour, and poor interpersonal treatment (Liu, 2020).
In this context, work-from-home has obtained unprecedented importance, especially being the ‘new normal’ way of functioning, especially for the workforce. Earlier, work-from-home was considered an employer-provided benefit, given as a way of showing support, to enable employees with family life constraints (young child/ children, aged/ sick parents, dependant family members, self-illness, etc.), and were not utilized much by the workforce. In a country like India, this was more so, especially with the negative connotations associated with working from home (the fear of not being treated at par with other employees, considered ‘not sincere/ dedicated enough’ towards career, projecting the image that career was not ‘as important’) made this a paper policy in most organizations. However, the work environment has changed with the pandemic, and work-from-home has become the norm rather than the exception. Organizations, as well as individuals, have awakened to the various advantages of working from home. While many have resumed working from the physical office, others continue to work from home and are comfortable doing so. Hence, the area of work-from-home is more relevant now than ever.