Civil Servants' Work From Home Every Friday: Supervisor Oversight is Key to Successful Output

JAKARTA, KOMPAS.com - The decision to implement Work From Home (WFH) for Civil Servants (ASN) brings new challenges to the work culture within the bureaucracy.

The shift in the work system from physical presence in the office to an output-based model means that the monitoring mechanism can no longer rely solely on attendance or fingerprint scans.

Furthermore, WFH raises concerns about the performance of ASN.

Without optimal monitoring, WFH could be seen as an extended weekend break rather than a productive work scheme.

Superiors who continuously monitor the work of ASN will be able to produce positive performance results within the institution.

“Leaders must ensure that they are indeed carrying out their functions. That is the first key. So, it means that the responsibility does not lie solely with the ASN,” said Lina, when contacted by Kompas.com, Thursday (14/5/2026).

Lina believes that supervision from leaders is becoming increasingly important because the remote work system opens up opportunities for manipulation of reports and attendance.

In certain conditions, performance reports do not always reflect the work that ASN actually carried out during WFH.

Therefore, according to her, direct supervision from superiors is more effective than simply relying on routine reports at the end of the week or month.

Furthermore, leaders are considered to be the ones who best understand whether their subordinates’ work is progressing or is being delayed.

“Because sometimes these reports can also be fabricated,” said Lina.

She said that leaders should be able to see directly if there is work that is delayed or service that is not running optimally during the implementation of the WFH policy.

“For example, they think that the work is delayed, well, that’s what the leaders know. So, they have to do an evaluation,” said Lina.