Work from Home in Bangladesh: Smart Move or Big Mess?

WFH: A Mid-Week Solution for Productivity and Balance in Bangladesh

Let’s talk about the home office - the work setup that saved businesses during the pandemic but is now dismissed as unproductive by many managers. In Bangladesh, the concept of working from home has always been met with skepticism. While COVID-19 forced almost every business to embrace remote work, the pandemic also proved one thing: home office work. Regular operations ran smoothly, employees remained engaged, and businesses survived. However, the narrative shifted as soon as offices reopened. Suddenly, the home office became synonymous with employees lounging around in pajamas, sipping tea, and “pretending to work.” But is this really the case, or are we holding onto outdated perceptions?

Why Managers Resist Home Office in Bangladesh

The resistance to home office stems from a deep-seated belief that employees are only productive under direct supervision. Many managers in Bangladesh have grown up in a corporate culture where long hours at the office symbolize dedication, even if those hours are spent scrolling through social media or staring at the ceiling. While there’s value in team dynamics and in-person interactions, it’s worth asking: does every task really require physical presence? Or are we simply holding onto traditional work norms because they feel familiar?

During the pandemic, however, these notions were challenged. Employees worked from home, handled tasks efficiently, and operations continued uninterrupted. Sure, sales dropped for many businesses, but that had more to do with economic conditions and customer demand, not employee performance.

Dhaka Traffic: The Real Productivity Drain

Let’s address a reality every professional in Dhaka faces: traffic. Employees spend hours navigating congested roads, arriving at work already exhausted. For many, a significant portion of their day is lost to the commute—not to mention the mental and physical toll it takes.

Imagine a mid-week home office day. Employees could avoid the chaos, save energy, and focus on their work. It’s not about avoiding responsibility—it’s about creating a balance that benefits both employees and businesses.

Take this scenario: An employee has a day packed with administrative tasks—emails, reports, and presentations. None of these require in-person interaction, yet they spend three hours commuting just to complete these tasks at a desk. Wouldn’t it make more sense for them to work from home?

Balancing Flexibility with Accountability

Of course, the home office isn’t without its challenges. Concerns about productivity and fairness are valid, but they’re also solvable.

Concern #1: Are Employees Really Working at Home?

It’s true that some employees may struggle with focus while working remotely. Distractions, internet issues, and a lack of structure can impact productivity. However, these challenges don’t mean we should abandon the concept altogether. Instead, they highlight the need for clear policies and tools.

Solutions:

• Set clear, measurable goals for tasks and projects. Focus on output rather than hours logged.
• Provide employees with the resources they need, such as reliable internet connections or work tools.
• Schedule regular check-ins via online platforms like Teams or Zoom to maintain communication and accountability.
• I hope we are not forgetting the advanced live time tracker!

Concern #2: What About Field Workers?

It’s important to acknowledge that not all roles are suited for the home office. Field employees, for example, need to be physically present to perform their duties. Does offering a home office to desk-based employees create a sense of unfairness?

Solutions:

• Offer compensatory benefits to field workers, such as additional leave days or flexible schedules.
• Clearly communicate the nature of different roles and responsibilities to avoid misunderstandings. HRs surely need to step up their game here!

A Smarter Approach: When Does Home Office Make Sense?

Home office isn’t a one-size-fits-all solution. It works best for certain tasks and scenarios:

• Administrative work: Preparing reports, managing data, and writing documents can be done independently from home.
• Creative work: Writers, designers, and marketers often find remote environments more conducive to focus and innovation.
• Days with light workloads: On days when employees have fewer tasks, working from home can save time and resources for both the individual and the organization.

On the flip side, roles that require team collaboration, access to specialized equipment, or client interactions may still require office presence. The key is to assess when and where home office adds value.

The Hybrid Model: A Middle Ground

Instead of an all-or-nothing approach, why not embrace a hybrid model? A balanced strategy can provide the benefits of home office while maintaining team cohesion and accountability.

Suggestions for a Hybrid Model:

1. Mid-week home office: Allow employees to work remotely on Wednesdays to break up the week and recharge.
2. Flexible scheduling: Let employees choose remote days based on their tasks and meetings.
3. Regular reviews: Assess the effectiveness of home office policies and adjust as needed.

This isn’t about abandoning the office—it’s about using it strategically.

A Thought for Managers

Here’s a question for leaders: If home office worked during the pandemic, why can’t it become a part of our regular work culture? For years, employees have been frustrated with rigid work environments—exhausted by endless commutes, drained by outdated structures, and demotivated by a lack of trust. Isn’t it time to rethink how we work and lead?

Take a cue from workplaces in the US and Europe. Many companies there have embraced hybrid work models, combining the best of office collaboration with the flexibility of remote work. Tech giants like Google and Microsoft now offer employees the option to work remotely a few days a week, increasing productivity and morale. European nations like Sweden and Denmark have long championed work-life balance, incorporating remote work policies and flexible hours as standard practices. These approaches have not only boosted employee satisfaction but also improved business outcomes.

Flexibility doesn’t just make employees happier—it drives them to go beyond their regular capacities. It fosters loyalty, creativity, and trust, creating a workplace where people are inspired to contribute their best. Understanding mental health and reducing unnecessary stress isn’t just about being empathetic; it’s a smart leadership move that benefits everyone.

If we continue to ignore the need for change, employees will keep complaining about “bad bosses,” and workplaces will lose their best talent. Leaders who think outside the box and adapt to evolving needs aren’t just managers—they’re visionaries. It’s time to step up, build trust, and lead in a way that empowers your teams to thrive.

Let’s Move Forward, Not Backward

The pandemic gave us a chance to rethink how we work. It showed us that flexibility is possible and, in many cases, beneficial. By resisting change, we risk falling back into outdated practices that prioritize appearances over outcomes.

Home office isn’t about avoiding work—it’s about working smarter. By embracing hybrid models and addressing challenges head-on, we can create a workplace culture that’s both productive and humane.

The question isn’t whether home office works—it’s whether we’re ready to make it work.

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