Challenges in implementing remote work in organizations

The fact that remote work is now at the forefront of recruitment topics is already known to almost everyone who works in the industry. This solution is introduced not only by beginners and small organizations, but also by companies from the public administration or banking sectors, but it turns out that in practice the implementation of related solutions is not so obvious – why?

1. Lack of adequate knowledge about implementing remote work

According to the results of this year’s Future Workforce research conducted by Upwork in the USA, 60% of young managers say that they have introduced internal processes allowing e to cooperate with contractors operating outside the office. Moreover, 42% of millennial managers invest in technological solutions that enable remote work. In Poland, we are in the earlier phase of implementing remote work in companies . The number of companies that work 100% remotely is small, and many organizations have not yet started work on implementing the new model. What’s behind it?

The amount of knowledge about implementing remote work in an organization is very limited. There is a lack of specific and valuable materials, and companies that have already faced this challenge rarely share their experiences. The survey we conducted during the HR Directors Forum 2019 shows that as many as 56% of HR decision-makers would benefit from the experience of other companies when preparing to implement remote work in their organization. Where then do you find answers and support?

2. Growing expectations of employees vs. organizational effectiveness

In the face of the employee market, the employer more and more often has to adapt to the expectations of the candidates (among whom the possibility of remote work is becoming more and more frequent). If it fails to do so, it is forced to look for employees available only in a given location or with less skills, and often even faces the risk of exposing the organization to difficulties related to the lack of adequate resources.

While these growing expectations are easily met by modern IT companies and start-ups, in larger organizations with complex structures, implementing the remote working model is a huge undertaking. This is especially true of areas such as:

  • performance control and employee motivation
  • data security, implementation of new tools and technologies
  • legal aspects of contracts with partially or fully remote employees.

Remote work – is it worth it?

At Talent Place, we have already faced each of these challenges. Currently, nearly 100 remote recruiters work with us, many of whom carry out recruitment processes from start to finish, without spending even a day in the office. We organize online meetings and events. We provide remote onboarding of employees and use many solutions that enable us to work remotely effectively and efficiently. However, the positive effects of the implemented solutions allow us to believe that the remote work model will become a step forward and a turning point for many companies.

We invited more than 200 companies to take part in the study that have introduced or are considering introducing remote work or the distributed organization model. While talking to representatives of companies such as ABB, State Street or Microsoft, our main goal was to understand the essence of remote work. We wanted to thoroughly understand and analyze the challenges faced by employers, as well as learn about the conclusions of companies that already work in this model. The report is 85 pages and its nine case studies present companies at different stages and offering varied and practical solutions for remote work.

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