I’ve been asked this and similar questions a number of times since work from home came into rule.  If you had asked me six months ago, I’d have probably agreed with several of the reasons for keeping people working in the office.  But now?

There has always been an issue with trust when it comes to support staff working from home (some fee earners too).  Some of the words I hear are “what are they doing all day”, “how long does it take to do x?”, “are they really working or watching TV?”, “how do I know that what is being sent out to client is quality if I can’t see it?”.

Does it ring a bell with you?

The issue of trust in someone performing their job well and delivering what you want, how and when you want it, comes down to our perceived value.

If, for example, you hire a cleaning company to deep clean your office, right now you would have high expectations that the job would be meticulous and you would likely want to receive a Cov-19 certificate of cleanliness.  Six months ago, however, if the bins weren’t emptied on time, would someone have complained?  Well, perhaps by the third week someone would say something.  Perhaps.

Surely the question we should be asking is ‘why are we managing what we don’t want?’

When we give a job to someone, the job usually consists of several tasks.  And those tasks tend to expand to fill the time because most people get paid for the hours that they work.  This leads us to where we’re managing things that we don’t want.

  • You don’t want to manage people’s productivity.
  • You don’t want to manage people’s time.
  • You don’t want to manage their constant education and training needs.
  • You don’t want to manage complaints.
  • You don’t want to manage poor performance.

So why do that?

When it comes to providing expert secretarial support for law firms, we take that pain away from you so that you are paying for the task not the time.  You never have to worry about managing things that you don’t want and you’re guaranteed a service that meets the demands of your business.

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