-Key Remote Work Statistics in 2022 (To show remote working as aninevitable trend / new normal after COVID-19)
• 16% of companies in the world are 100% remote.
• 74% of professionals expect remote work to become standard.
- Large corporations like Twitter and Slack have already announced that they will give all employees the option to work from home permanently, and Salesforce just announced their plan for hybrid work.
Automattic: (Establisher of WordPress) has always been a remote company and today boasts 1,100 employees across 77 cities.Matt Mullenweg, Co-Founder of Automattic, believes the key to success rests in engagement.He adopts a distributed culture — one that’s inclusive and people-centric, especially in the current climate of uncertainty.
“Our headquarters is in Chicago, but everyone at Basecamp is free to live and work wherever they want.” Taken directly from the Basecamp website → represents the deeply ingrained sense of individuality that governs the company. Remote working for more than 20 years, making it one of the longest-running remote companies.
The company believes that happy people are successful people, and that the easiest way to create happy people is to treat them right. Allowing its employees to work from home, on their schedule, with the full support of the company has resulted in a product that’s used by more than 3.3 million people today.
Known for popular apps like Todoist and Twist, Doist is a shining example of “made by remote workers, for remote workers.” The company comprises 68 people in 25 countries, building products used by millions.
Doist COO Allan Christensen emphasizes hiring with intent and fostering camaraderie. He points to concepts like asynchronous communication (Async), objective-based action, and personal ownership of both problems and solutions. It all boils down to creating a high-functioning team without the need for everyday face-to-face interaction.
There’s tremendous evidence that Doist’s approach to remote work is effective. According to Allan, “In the six years Doist has existed as a commercial product, only three people have voluntarily left the company. All three of them went to start their own projects. ”
According to those successful examples throughout the world, organizations that embrace remote working should focus on worker engagement since their worth is not just assessed by productivity. In addition, the company should offer maximum support to its team members. Allan Christensen, Doist's COO, emphasizes principles such as asynchronous communication (Async), objective-based action, and personal ownership of both issues and answers.
Problems (Cons) to tackle and the solutions
|Cybersecurity||-A number of companies were forced to rush the purchase and adoption of digital services from external suppliers (cloud, managed services, collaboration, etc.) to support the transition to remote work, which ultimately extended the attack surface for cyber criminals
? Enhance the cyber security knowledge of staff (*IT) and recruit an outsider to upgrading the system
|-Provide security training to all employees
-Improve third party security by performing an audit of third party suppliers’ arrangements and demanding proof of cybersecurity standards and procedures
• ⬇︎ Engagement
|-Due to the geographical barrier, there is little communication.
?Boost communication & Build trust
|-“Get to know you” meeting with main stakeholders in the company, presenting company culture and necessary info to start smoothly
-Set up a peer support group for constant communication and updates
-E-gathering for fun activities
-Having an open-door policy so your team can approach you to ask questions related to their work or role
-Use communication technology to facilitate team communication
-Organize regular meetings
|Overlaps between work and personal life||-The workplace shifted back home. The line between work and personal life started to blur, thereby increasing the stress level.
? Achieve work-life balance
|-Set and stick to clear guidelines (work/off)
-Employers must take the initiative in ensuring that their remote teams get dedicated “downtime.”
-Supervisors should avoid excessive communication outside working hours, especially for nonessential tasks.
☞ Full-time telework results in an extra 2-3 work weeks of free time a year – time that would have been spent commuting
|Dealing with differences language and cultural differences||/||-Encourage open dialogue about culture, religion, politics, etc. and promote tolerance and understanding across all topics—kind of a "there’s no right or wrong philosophy."|
|Working in different locations and time zones||-✓ Hire talent from around the world
-✘ Working in different time zones can put your team out of sync.
? Be aware of each team member’s available time
|-Leverage project management, instant messaging, and file-sharing services to collaborate with international teams.
-Create a spread sheet showing each member's tasks and integrate everyone's schedule into a calendar. This will allow managers to manage work more efficiently.
|Tracking tasks and productivity||-To hit big targets, you’ve got to make sure all the smaller tasks are getting completed in a timely manner. Keeping track of the progress multiple remote workers are making on a daily basis can be a daunting prospect
? Project management to monitor and boost productivity
|-Well-utilized project management tools, like Status Hero
-Tracking the time team members take to complete tasks
-Discover which tasks individual team members are most time-efficient with,
→ Division of Labor -Host regular meetings/conferences through Zoom to let staff report their working progress
As most remote workers do not have frequent physical interactions, improving communication and creating trust among team members is of the utmost concern. The issues can be resolved through "get to know you" meetings. The key stakeholders may organize a meeting with the newcomer to convey the corporate culture and provide the necessary information for the newcomer to begin working properly. To facilitate communication and morale, the manager can establish a peer support group for regular contact and updates, as well as arrange a weekly meeting. We have an open-door policy, so team members may approach seniors with queries about their job or role. We arrange E-gatherings for interesting events on certain occasions, such as festivals.
(iii) Overlapping between work and personal life
Because the workplace may be relocated, the border between work and personal life began to blur, increasing stress levels. Employees can develop and follow clear guidelines to achieve work-life balance. Furthermore, managers may take the initiative to ensure that their remote employees have appropriate "downtime" and discourage excessive connectivity beyond working hours, particularly for non-essential jobs. According to one study, full-time telework results in an extra 2–3 weeks of free time every year—time that would have otherwise been wasted traveling.
Diversity in culture, language, and politics is inescapable, and so are confrontations. However, getting along with individuals from all over the world may be quite beneficial. We certainly encourage ongoing dialog about culture, religion, politics, and other concerns, as well as tolerance and understanding across all topics - sort of a no right or wrong mindset.
(v) Working in different locations and time zones
We are realizing that global teams may be extremely advantageous for new goals and the potential to employ various talents as remote work and satellite offices grow more frequent. However, team members may work in various time zones, causing the team to be out of sync. As a result, understanding each staff member's availability and the flexibility of working hours is a key answer. Using an interconnected calendar for teams to fill everyone's calendars, or even taking shifts to let management know when they'll be available next. Additionally, by building online drives for file-sharing services and instant messaging, global teams are more comfortable speaking up anytime they have an issue or internal documents to request.
In order to increase productivity, managers must ensure that all minor jobs are completed on time. Keeping track of the development of several remote workers on a regular basis can be a difficult task. In general, managers can hold frequent e-conferences to allow employees to report on their job progress and determine whether or not they are meeting deadlines. Furthermore, managers may benefit from project management tools such as Status Hero and Toggl, which provide fast "check-in" data about what they're currently working on, allowing you to know what everyone is up to at any given time. It determines which job specific team members are most efficient at.