65, The authentic case for stopping work from home
Work from home has been a continuous topic of discussion across organisations and employee forums. While opinions vary on whether work from home should or should not exist, what is more important is understanding its impact on productivity, learning, and capability development.
Why Work from Home Became Popular
Work from home has been widely discussed as something that should become an integral part of organisational culture. Many organisations and employees view it as a progressive practice that supports flexibility and work–life balance.
Rather than debating whether work from home is right or wrong, it is more useful to examine the practical implications it has on how people actually learn and perform at work.
The Link Between Productivity and Training
One of the most effective ways organisations improve productivity is through training. Strong training systems encourage employees to join organisations and continue staying with them, sometimes even more than salary‑related benefits.
Training has consistently been shown to improve productivity, employee confidence, and overall positivity within organisations. Many large organisations have even built their own internal training universities to institutionalise learning.
Classroom Training and On‑the‑Job Training
Training typically takes two primary forms: classroom training and on‑the‑job training. Classroom training may be delivered online or offline and usually accounts for around thirty to forty percent of an individual’s learning.
On‑the‑job training, sometimes called project training, happens when a supervisor and a team member work together to deliver real outcomes. This form of training is continuous and has historically been one of the most effective ways people acquire skills.
The Hidden Cost of Work from Home
The biggest impact of work from home is on on‑the‑job training. When people are physically separated, the natural, informal learning that happens through observation, discussion, and shared problem‑solving is significantly reduced.
As a result, organisations become overly dependent on classroom training or self‑learning, which leaves a substantial gap in skill development that on‑the‑job training would normally fill.
Why Work from Home Varies by Career Stage
This is one of the reasons many organisations limit work from home for junior employees. Early‑career professionals require significant on‑the‑job training, guidance, and real‑time feedback to build foundational skills.
More experienced employees, who require less continuous supervision and learning, are better positioned to work effectively in a remote or flexible model.
The Case for Hybrid Work Models
The most practical solution emerging today is the hybrid work model. Hybrid systems allow organisations to balance flexibility with structured in‑person interaction.
In effective hybrid models, team members and supervisors come to the workplace on the same days, ensuring that on‑the‑job training and collaborative learning still occur.
The Limits of Technology‑Only Training
While collaboration tools and digital platforms can support learning, there is currently no strong evidence that they can fully replace the effectiveness of physical, on‑the‑job training.
Until such systems mature further, organisations must be cautious about fully remote models if capability development and long‑term productivity are priorities.
Making Work from Home Sustainable
Work from home can be successful when it is thoughtfully designed around the learning needs of employees. A hybrid approach that protects on‑the‑job training while offering flexibility is currently the most sustainable option.
When organisations balance flexibility with structured learning, both employees and businesses are better positioned to succeed.
Related Podcast Episode
This article is based on the transcript of the original podcast of the same name featured in India HR Guide.
The transcript has been translated into this article with the support of AI and a human‑in‑the‑loop process.
