MSc Research · University of Leicester · 2022

Does remote working influence employee engagement?

An analysis of how the COVID-19 enforced move to remote working affected employee engagement in the public sector in Malta.

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16
in-depth interviews
4
public sector organisations
6
key findings
22k
words

Abstract

What the study looked at

This qualitative study looks at employee engagement and how it was affected by the move to remote working that the COVID-19 pandemic forced on the public sector in Malta.

It examines the main factors behind an employee's level of engagement: the impact of remote working, the role of digitalisation, communication within teams, job performance, the challenges of working remotely, and working patterns after COVID. Sixteen semi-structured interviews were carried out across four public sector organisations, with one HR professional and three employees from each.

Results

Six key findings

01

Better work-life balance

Remote working helped employees balance personal commitments and work, which raised their engagement.

02

A long-awaited change

COVID-19 sped up the adoption of remote working, an HR practice employers had previously held back on.

03

Technology made it work

Digital tools and virtual workspaces made the transition possible and made employees more efficient and engaged.

04

Performance went up

Job performance, motivation and job satisfaction directly shaped engagement, and remote working raised all three.

05

Real challenges

Weaker communication across teams and working where you live took a toll on wellbeing.

06

Hybrid is the future

Every participant favoured a hybrid model after COVID, balancing remote work with time in the office.

What this means for employers

Hybrid working works when it's well supported

Done well, remote and hybrid working supports business continuity, growth and work-life balance. The key ingredients are clear policies, regular team contact, managers trained to lead remotely, and real attention to wellbeing.

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