Ever since the early 1990’s professionals from various sectors of the workplace industry
(property, IT, behavioural) have been tantalizing us with the new world where most of us Work From Home. This new world order based on the explosion in technology and a new age of Internet Business entrepreneurs has promised lots but truely would seem to have failed to deliver.

Firstly, the idea that a large number of us would in effect have what amounts to online jobs has not taken place. The definition of online jobs in this instance is not normal, the model developed by workplace professionals would see the vast majority of corporate employees employed to work from home, links to the office would be via their computer. While in most cases these people would have dealings on a regular basis with management and team members they would successfully carry out their everyday jobs via the desktop, therefore in essence they will have Online Jobs.

The reality of how working patterns have transformed is however, somewhat different. There is no doubt that there has been a rise in flexible working, by which is meant the capability to work in a number of different locations and a degree of choice and government displayed by the employee in choosing the most appropriate location for that work but whatever the advances in technology, broadband availability and changes in management culture the sea change just hasn’t happened.

There are a number of reasons why not. Firstly, while development in technology have made isolated working possible, changes in the character of work have made it objectionable. Workplace behaviourists have observed that the vast majority of office based workers now reclassified as knowledge workers, produce output ideas, services and strategies. In order for them to work effectively they need communication.

Secondly, the quantum of the effect of flexible working behaviours has been impossible to demonstrate. So while the property costs and benefits are easily calculated the real benefits in terms of the contribution to core business of the firm can not be evaluated, even in the case of an Internet Business, where the total transaction takes place online, there is still a case for co-location and communication which cannot be proven or discounted.

With these two rival factors the growth of flexible working has been unhurried and until workplace industry can demonstrate the benefits of productivity or make a solid case for no human contact then it is doubtful we will see the promised sea change in working patterns and behaviours.