A method which, according to scholars and politicians, makes it possible to facilitate the positive management of work and family is that calledsmart working (literally "intelligent work"). It is a working system that allows the employee to enjoy greater autonomy in terms of working hours and workplace. Unlike the more well-known telecommuting, smart working does not require the work carried out outside the company environment to be carried out at home, thus freeing the employee to choose each time where to dedicate time to work. Furthermore, smart working is an aspect that can characterize work and not a type of contract, therefore it must be a voluntary choice of the worker and can be implemented even after the signing of the contract (and similarly interrupted without compromising the continuity of the working relationship).
In Italy neither teleworking nor smart working have received consensus, although the results obtained by companies that have introduced these working methods are decidedly encouraging. The most significant result indicates that those who work outside of company spaces are more productive than colleagues who work in the office; as far as large companies are concerned, this discrepancy stands at around 35-40%. Furthermore, the data relating to absenteeism rates are reduced by 60%, thanks to the non-mandatory presence in the office and the consequent possibility of working remotely and wherever you prefer. In addition to these already positive results, an increase in job satisfaction must be considered which implies a lower probability of looking for a new job, therefore reduction in turnover levels and costs linked to the training of newcomers.
According to a study conducted by the Smart Working Observatory of the Polytechnic of Milan, the implementation of the smart working system would allow Italian companies to increase in terms production costs equal to 27 billion euros and a decrease in fixed costs of approximately 10 billion euros, where fixed costs mean the expenses that a company must face regardless of production and the revenues derived from it, and which are linked to the purchase or rental of the property, work tools (PC, telephone) and the correct maintenance of the office spaces (electricity, water, heating/air conditioning).
As mentioned, in Italy the companies that have decided to implement the practices suggested by smart working are decidedly few, this is because this step implies an important cultural change, a sort of revolution of the organizational culture that characterizes the companies of our country. With the introduction of smart working, in fact, it becomes necessary to reorganize the very idea of an employee as a person who enters the office at a set time and leaves after (usually) 8 working hours, often tracking entry and exit by punching a time card. Work should be organized by objectives that the person is called upon to achieve, but leaving the employee to independently manage times and methods.
It is therefore essential to clarify to what extent the worker can carry out his work outside the workplacethe company spaces, hypothesizing a sort of attendance calendar. Thanks to smart working, unlike teleworking, the employee is not excluded from company dynamics and therefore has the same information as colleagues who spend all 40 hours in the company.
The benefits that the introduction of smart working has for the company were previously illustrated, but what are those for the workers?
According to some scholars, smart working would allow women to aspire to positions of responsibility and coordination of resources without neglecting family care. An example could be that of a woman who, upon returning from maternity leave, decides to take advantage of the smart working mode in order to stay at home with her child during the afternoon while continuing to go to the office during the morning, perhaps taking advantage of the moments in which her child is sleeping to proceed with work activities.
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