Among the most common hindrances to Smart Working projects is the perception that the way to agile working is through cuts to workers’ salaries. The idea seems to be that if you work from home you have, more or less, a moral duty towards your office working colleagues to give up a percentage of your salary. But this equates to a cultural limitation: Smart Working is not a benefit and it would be seriously wrong to make salary cuts because of it.
Though it may sound mundane (but is in fact far from it) it is in no way right to pay Smart Working workers less. We want to stress that with Smart Working people’s jobs don’t change, what changes – on some days – is only the location they work from.
Smart Working is not a company benefit, such as internal day care for employee’s children, a car, a gym, and it also is not a workers’ acquired right. Smart Working is a flexible subordinate work mode that people may decide for voluntarily and must use correctly. But there is more. Agile work is an instrument with great potential, with gains also for companies. Energy savings, for example, to light, heat and cool office space in summer and winter, managing canteen and cleaning services. However, it should not be thought of as only a way of saving. The benefits for people measured by organizations that have adopted this model for some time are just as visible: improved work-life balance, reduced home-work transfer time and costs, and people’s increased motivation.