How do managers evaluate the impact of the home office on motivation and work engagement? Implications for organization design

Purpose This study investigates the impact of home office on the motivation and work engagement of managers. The study aims to understand how managers perceive the home office environment and how various factors influence these perceptions, leading to either enhanced or diminished motivation and engagement levels. Design/methodology/approach A qualitative research approach was adopted, using in-depth interviews with managers to gather insights. The collected data were then analyzed through grounded theory to identify themes and patterns in the managers’ experiences and perceptions related to motivation and work engagement in a home office setting. Findings The study shows that managers have varied perceptions of the home office’s impact on their motivation and engagement, shaped by individual and environmental factors. Some managers reported increased engagement due to a quiet work environment, while others experienced decreased motivation due to isolation. Managers with a strong fit to the home office setup generally saw no change in motivation, though most noted increased engagement overall. The need to manage workloads to prevent burnout was also highlighted. Practical implications The results can guide organizations in designing effective home office policies that support managerial engagement, emphasizing the need for a balanced workload and addressing potential issues like isolation. Originality/value The results reveal key factors influencing managers’ motivation and engagement in remote work environments, contributing to improved flexible work policies.