HomeOffice: More than just a Covid phenomenon?

Many employees suddenly had to work from home during the coronavirus pandemic. This change posed a major challenge for companies and their employees.

In a representative survey of employees in German-speaking Switzerland, ValueQuest examined the way in which they worked during the pandemic and analyzed the corresponding effects on employee motivation. The survey took place in April 2022. 606 employees from the private and public sectors were surveyed.

Where did most people work during the pandemic?

The chart below shows that half of the respondents worked almost exclusively at their official workplace during coronavirus, while the other half worked from home to varying degrees. Of these, a full 30% worked mostly or exclusively from home.

Figure 1: Place of work during the pandemic 

Major differences by sector

In private-sector companies, 14% of employees worked (almost) exclusively from home, while in public-sector organizations (including the healthcare sector) the figure was only 8%. The finance, consulting and IT sector stands out clearly with 30% of employees working almost exclusively from home.

The larger the organization, the more often people worked from home

The following chart shows that employees in companies with 250 or more employees worked from home significantly more often - mostly or almost exclusively - than in companies with fewer than 250 employees.

Figure 2: Working from home divided by organization size

The study also showed that employees with a higher income (and higher education) worked from home more often.

Figure 3: Working from home broken down by salary level

Effects of working from home on employee motivation

It is important for employers to understand how working from home affects employee motivation. Has engagement and employee satisfaction increased or has working from home had a negative impact?

Figure 4: Employee motivation - differentiated by home office. Based on employees in private-sector companies.

The chart shows the proportion of employees with a strong / high level of various indicators in the area of employee motivation. Overall, 51% of employees - most or all of whom have worked from home - have a high level of motivation. The figure is only 37% for employees who mainly worked at the official workplace.

While the differences in the aspects of job satisfaction (achieve, enjoy, trust, belong) are less pronounced, there are major differences in commitment (stay, identify, perform), especially in larger companies.

A similar picture emerged with regard to the subjectively perceived change in job satisfaction over the last 12 months. For 29% of people who (mostly) worked from home, job satisfaction has improved, for 19% it has deteriorated. The values are much more critical for employees who (mostly) worked at the official workplace. Job satisfaction has increased for just 21% of respondents and decreased for 34% of respondents.

This statement applies to companies in the private sector and those in public administration. It should be noted, however, that in public administration and especially in the healthcare sector, many employees did not have the opportunity to work from home.

Home office even after the end of the Covid pandemic?

Looking at the positive effects of working from home on employee motivation, the question arises as to whether the employees concerned would like to continue working from home even after the Covid-19 pandemic has "ended".

Figure 5: Desire to continue working from home

The chart shows that over 60% of those surveyed would also like to work from home in the future. Only every 6th employee rejects this option. The desire to continue working from home is particularly pronounced among middle-aged people (families). According to the study, one important reason is the feeling that working from home is very productive.

In summary, it can be said that the option of working from home has a very positive effect on employee motivation. It is therefore sensible and expedient for companies to continue to offer employees this option.

Professional feedback tools

New working models always mean new management challenges. Above all, communication and dialogue with employees must be redefined and reorganized. Our proven tools - employee surveys and 360° management feedback - support companies and managers in recognizing changes and needs at an early stage and addressing the issues efficiently. ValueQuest attaches great importance to ensuring that employee surveys and management feedback are flanked by appropriate implementation tools and measures.