REMOTE WORK

The need for more flexibility, shifting workforce demographics, and technology improvements have all contributed to the widespread trend of remote work. The effect of remote work on worker productivity is still up for dispute, though. This study explores the connections between work-life balance, job satisfaction, remote work arrangements, and productivity outcomes in order to determine how remote work affects employee productivity. In-depth interviews with 30 participants and survey data from 100 remote workers were combined in a mixed-methods approach. The findings show that, depending on specific situations and organisational support, working remotely can affect productivity in both positive and bad ways. If not properly handled, remote work can result in social isolation, diversions, and a decline in motivation even though it offers more flexibility and autonomy, which enhances work-life balance and job satisfaction. The results of the study emphasise the significance of putting policies in place to lessen the possible negative effects of working remotely, such as frequent virtual check-ins, open lines of communication, and training courses to improve productivity and self-management. Organisations can establish supportive cultures that promote employee well-being, engagement, and performance in remote work circumstances by embracing a nuanced knowledge of how distant work affects productivity.

This study examined the impact of remote work on employee productivity at Guaranteed Trust Bank (GTB) in Oredo Local Government Area, Benin City. Using a descriptive survey design, the research investigated factors such as flexibility in work hours, technological infrastructure, communication efficiency, work-life balance, managerial supervision, and employee training. The findings revealed that remote work had a positive effect on employee productivity, primarily due to the flexibility in work schedules, improved work-life balance, and robust technological support. The recommendations emphasized the need for GTB management to maintain and enhance flexible work hours, invest in technological infrastructure, and support effective communication to prevent employee isolation. Additionally, the study highlighted the importance of continuous training and managerial support in helping employees adapt to remote work environments. Employees were encouraged to leverage these flexible arrangements for balancing personal and professional responsibilities, ensuring sustained productivity. Human Resource departments within the banking sector were urged to prioritize training, provide timely feedback, and facilitate seamless communication to foster employee engagement and productivity in remote work settings. These actions were considered essential for promoting long-term success in the remote work model across GTB and the wider banking sector.