Indian HR Criticized Over WFH Issues by Satisfied European Employee

April 30, 2025 Ravi Yadav 5 Views 0 Comments Stock Market News, Stock Markets, Stock News

Work from Home: Why Indian Employees Are Still Struggling

Over the past few years, working from home (WFH) has become a norm in many parts of the world. In countries across Europe, companies are actively supporting flexible work models. But in India, the story is quite different.

One employee recently shared his experience working with both Indian and European teams. What stood out? His European colleagues trusted him to work remotely. His Indian HR team, however, didn’t.

This story isn’t just about one person. It highlights a larger issue around remote work culture in India.

European Team: Focus on Output, Not Hours

The employee, based in Bengaluru, praised the European arm of his company for their approach to work. They focused on results rather than where he was working from.

Here’s what he appreciated:

Performance-based evaluation: He was judged on the quality of his work.
Clear communication: The team made goals and expectations easy to understand.
Trust: Managers didn’t track his every move. They trusted him to deliver.

He was allowed to work from home for over a year. During that time, he remained productive and engaged. In fact, this freedom helped him work without distractions and stay motivated.

This story shows how culture shapes workplace decisions. In parts of Europe, WFH is tied to respect and independence.

Why can’t more companies in India follow the same approach?

Indian HR: Pushed to Return Even Without Projects

The same employee had a tough time when he had to engage with the Indian HR team. Despite being on the bench (without any assigned project), he was asked to come to the office.

He highlighted a few frustrating demands:

Forced office attendance: He had no work duties but still had to show up physically.
No clear reason: HR gave vague explanations like “policy protocol.”
Unnecessary leave pressure: He was urged to take leave even when he preferred working from home instead.

He felt this approach ignored logic. Why go to an office when there’s no active project work? Instead of focusing on productivity, the HR team stuck to outdated rules.

This disconnect between policy and practice can hurt both morale and efficiency.

WFH in India: Still Not Widely Accepted

Despite all the digital transformation we’ve seen, many Indian organizations are still hesitant about WFH. While tech giants introduced hybrid models, mid-sized and traditional firms view remote work with doubt.

Common reasons cited include:

Productivity concerns: Fear that employees will slack off at home.
Control issues: Managers often prefer physical supervision.
Company culture: A belief that teamwork only happens in-person.

But these concerns don’t always match reality. Several studies show that employees working from home can actually be more productive.

So, what’s holding Indian companies back?

Trust Isn’t Just a Word—It’s a Policy

The real issue seems to be trust. In workplaces where leaders have strong faith in their employees, remote work thrives. When that trust is missing, rules replace reason.

In the shared experience, the difference in attitude between the European and Indian teams was striking. One operated on mutual respect. The other followed a rigid, one-size-fits-all policy.

Let’s face it—if your team isn’t productive at home, they likely aren’t productive in the office either.

Time to Redefine HR Practices

HR departments have the power to either build a healthy work culture or damage it.

Here’s what modern HR teams can do to support better work-life balance:

Adopt flexible policies: Allow remote work based on role and responsibility.
Focus on results, not attendance: Track outcomes instead of login times.
Encourage open dialogue: Ask employees what works for them and adjust where possible.
Train managers: Help them shift from monitoring to mentoring.

When HR adapts to real needs instead of outdated norms, both employees and companies win.

Are Control and Culture Blocking Progress?

Let’s consider this: Why do some Indian organizations hold onto old systems, even when they no longer work?

There may be a few cultural factors at play:

Hierarchy-driven mindset: Employees expected to follow orders without question.
Lack of accountability systems: Without established performance metrics, managers lean toward physical presence as a measure of work.
Slow policy transition: HR policies don’t always evolve with the industry.

But workplaces are evolving. Global exposure, a younger workforce, and digital tools are pushing Indian firms to rethink how they operate.

So why not seize the opportunity to lead instead of lagging?

What Employees Really Want

Most professionals today aren’t asking for special treatment. They want:

Flexibility that matches their work style
Policies that make sense for their role
Trust from leadership
Clarity in what’s expected

When these basic needs are met, engagement improves. People take ownership of their work. They stay longer. They contribute more.

And WFH can become a sustainable model—not just a short-term fix.

What Can You Do If You’re Facing This?

If your company is still resisting remote work, you’re not alone. Here are some steps that might help:

Start a conversation: Explain how WFH improves your own output and health.
Gather proof: Share data or examples that support your case.
Find allies: Connect with others who feel the same way in your company.
Be flexible: Offer compromises like hybrid options if full remote isn’t possible.

At the end of the day, both the employee and employer want the same thing—a productive, healthy workforce.