Working From Home Vs The Office

With working from home becoming the new reality for some companies, we discussed internally the impact this could have on internal policies, talent attraction, culture and well-being for our workforces.

Simon, SHB’s CEO and Founder and Jason Pilkington, Associate, shared their views on both working from home vs back to the office. Collectively, as a company, we have experienced both highs and lows and in this discussion we unravel those as well as share views on what our strategy may be moving forward.

At the forefront of this discussion, we discussed the financial impact the Pandemic had on companies like ours, personal income and the support we received. With companies such as Twitter and Deloitte now offering their staff full time ‘work from home contracts’ is the need for a London weighted salary required?

We concluded salaries should be based on the performance of an individual which is measured through KPI’s. Successful employees who are completing tasks at hand and going above and beyond are going to warrant those salaries, whether at home or in the office.

However, this could be to the detriment of the retention of talent — KPMG recently confirmed they would be implementing a hybrid model based on the fact that they didn’t want to lose staff to their competitors but both Simon and Jason agreed that this could not be directly comparable to a company of 10–15 staff and a blanket rule wouldn’t apply.

This led to a wider discussion around culture and what drives our teams internally — Client Solutions & Flexible Workspace Advisory might argue that they need to be in the office more so than others to create that busy, loud and motivational environment as they are making nearly 100 calls a day. In comparison to the Surveyors who are mostly out of the office on viewings, client meetings and networking lunches and actually the day-to-day interaction with colleagues doesn’t play a part in their productivity. However, all of the above does impact the working culture and for an SME, this is something holding us together and building that trust.

The use of operational programmes such as internal messaging systems, collaborative channels like Microsoft Teams and video conferencing lines, enable staff that are not specifically required in the office, to function remotely. However, without the ability to ‘see’ what the employee is doing on a daily basis, does the trust start to diminish?

The country is in a state of flux right now and no one knows what the new norm is going to be. How companies function and make money has not been determined yet but what we can be sure on is now more so than ever, we should be communicating and providing clear messaging as a business to ensure we are maintaining that superiority, internal policies and strategy as we go. We then moved on to discussing how working from home has and might impact brand and culture building…

One of the benefits of the Pandemic is that it has accentuated the talent across various sectors and made recruiting a lot harder. Businesses are faced with even more competition than before and offering benefits such as health and wellbeing support, extravagant office facilities such as yoga studios and sleeping rooms, hot-desking concept within the office, flexible working, higher pension contributions, alternative travel expenditure etc. Right now, businesses are being forced to re-assess their strategies, re-calculate salary and bonus schemes and fundamentally survive.

What are your long term plans? If you are looking to relocate, downsize or change type of workspace. Our team of experienced advisors can help. Lets talk on

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