Remote working is not a new idea, as it has always been here. The practice was a luxury only accorded to the few in the past. However, there’s a fundamental cultural change in what companies and society now consider a suitable workplace.
Working remotely is increasingly becoming the preferred arrangement among employers and employees. It is now not uncommon to hear people say, ‘I am now working remotely, or even ‘I now travel and take my work with me: hey, I am a digital nomad.’
So what does remote work mean? How does it work? Does it have benefits? Let’s find out.
Remote work is a flexible working arrangement that allows employees to do their jobs from a location other than the corporate office operated by their employer. The remote areas include their homes, private offices, and other shared spaces outside the central office building.
The remote work idea pegs on the belief that you don’t necessarily have to work in a particular place for effective execution and productivity. Instead, the flexible arrangement allows the employees to execute their projects and meet their goals wherever they are.
As a result, remote work is now permanent, temporary, frequent, occasional, full time or part-time, depending on different company structures.
No. Working from home is not the same as remote work, even though many use the two terms interchangeably. Work from home entails any form of remote work, specifically at home. On the other hand, remote working doesn’t prescribe or endorse where you work. It only implies that you work anywhere (which might be your home) except in the restricted office area.
Besides, work from home is also temporary or, less frequently, remote work. Work from home is for an employee who regularly works from the office but unexpectedly has to work from home for a day or two because of momentary, short-term needs like childcare. Otherwise, they conventionally work from the company’s office.
The arrangement has become more popular after the global COVID-19 pandemic. Many organizations sought to adopt remote working for health and safety reasons. Unexpectedly, many people prefer to work remotely, even though the pandemic crisis is waning. Attribute this increasing popularity of remote work to its benefits to individuals and companies, which are:
It saves cost.Remote working helps companies distribute teams and rent small office spaces. Hence, businesses save on rent, utilities, and other office supplies.
There’s higher productivity.Remote employees are usually very flexible and more likely to go above and beyond to give their best compared to their in-office counterparts. The elimination of the lengthy in-person meeting and daily commutes of remote working also contributes significantly to employee productivity. In fact, the workday for remote workers lasts 8.2% longer than for in-office workers.
It has some recruiting benefits. It expands the hiring manager’s pool of potential candidates as you hire from anywhere globally. Besides, you don’t have to take care of the expensive relocation packages for your employees.
It enhances business coherence.Remote employees are very adaptable and don’t need to be in the same place to work. Therefore, this gives you continuity in planning, unlike the on-site scenarios where employees suddenly cannot work because of a crisis nearby.
The arrangement keeps employees happy and engaged. Apart from the profit margins, high-quality work, and efficient work, you also get to keep your employees happy and busy.
It reduces absenteeism and decreases turnover. Employees are more likely to remain loyal and dedicated when companies don’t micromanage them. Remote work makes them believe you trust them. As a result, the business keeps its employees and prevents absenteeism.
It provides a better work-life balance. Balancing work and life is difficult. Therefore, remote working gives employees the opportunity and comfort of working and spending time with their families.
Decrease commuting. A remote worker who prefers to work from home regains significant time that they have otherwise used to travel to and from work. They also get to save money on transport and energy costs.
It is flexible.Remote employees work from anywhere and anytime. This is usually favorable to those employees who prefer to work at night and those with young children.
It is convenient. Employees don’t have to be late because they are stuck in traffic or are waiting in a long line to get some coffee. They merely pop on a zoom call when it is time from the comfort of their home or other location.
Better wellness and health. Employees who work remotely are not likely to suffer from work-related stress, mainly caused by commuting. So these employees are a happy lot with very high morale.
Renews passion for working. Some employees get inspired by their surroundings and do their best away from the office setting. Working remotely, thus, motivates them to surpass the organization’s goals so that they keep the freedom to continue working remotely.
Lack of productivity. An organization that doesn’t provide clear guidelines to its employees deprives them of motivation, diminishing productivity.
Unreliable technology. Unreliable and inadequate technology are not just a morale killer but also very frustrating, affecting the results considerably.
Possibilities of micromanagement and mistrust. Micromanaging your virtual employees breeds suspicion and anxiety, leading to low productivity.
It also breeds feelings of seclusion and loneliness.Remote workers tend to feel left out from the rest of the employees and company issues and projects.
Cybersecurity concerns.Remote working depends on the internet, and its security is always the top priority for every business. Some security concerns include employees using unsafe Wi-Fi networks, weak security controls, cyberattacks on their infrastructures, employees using a personal device for work, etc.
It isn’t easy to make the arrangement work. The transition from traditional on-site work to remote working is overwhelming for companies. The move comes with learning requirements, like performing the new role and navigating the latest technology, something that’s not always easy.
Increased need for the meetings. The managers need to monitor their widespread employees by scheduling virtual meetings. The many virtual meetings are sometimes very frustrating for employees.
Distraction from the environment. Depending on where one works, it’s easy to get distracted by factors like screaming children, barking dogs, ringing doorbells, traffic noise, etc.
To begin with, organizations are unique; there’s no single approach to this strategy. Some factors for this variation include employees’ tech-savviness, the company’s industry, remote work experience, time zones employees work from, and the organization’s remote work culture.
To get the most out of remote working, a company requires a combination of processes, technology, and culture geared towards helping the remote team achieve the company’s objectives. We characterized a successful remote workforce by :
There are so many myths about remote working that easily mislead even the most careful person. Most of them are not valid, and there’s a need to dispel them. They include:
All remote jobs are scam
Remote work requires a lot of tech support and specialized equipment
It’s hard to stay connected when working remotely
Remote workers don’t work or aren’t productive
The job is not suitable for those working at home
It’s not an actual job, and you’ll never know your coworker
There’s no accountability, and employees are always ‘on,’ etc.
The remote workers have trouble communicating with their coworkers
Times are changing, and organizations and individuals recognize the many benefits of remote working. It is not just about saving costs but embracing diversity and inclusiveness in their workforce for greater efficiency.
As an employer, you only need to have policies to reap the many benefits of remote working. The only things you should be wary of are the myths and misconceptions around. Nonetheless, information is power, so be informed.
Sources:
You’re Right! You Are Working Longer and Attending More Meetings | Harvard Business School
Five Ways Leaders Can Support Remote Work | Sloan Review