02 Nov Benefits of Having Remote Employees
The way we work continues to evolve thanks in large part to ever-changing technologies. Smart organizations must navigate the challenges that accompany having some employees on-site, while others are working hybrid or fully remote.
One of the obvious benefits of hiring hybrid and remote workers for businesses is that they have access to an expanded pool of candidates by removing geographic and potential mobility-related barriers. By accessing a wider and more diverse pool of people looking for work, companies have access to top talent who want to work remote.
When current employees are offered the option to work from home, for example one or two days a week, they find the perk of having more personal time for themselves, time otherwise spent commuting. Those extra hours provide more of the work-life balance demanded by employees. The businesses reap the benefit of more energized workers not strained by the drudgery of a long commute.
Some employees benefit from working in a home office that allows for better focus time, without the distractions that can come from busy work environments. Remote work can help decrease friction between employees that can sometimes occur. Minimal environmental distractions enhance productivity.
There are other people who appreciate having control over their hours and workflows, allowing them to get things done in a way that works for them and to work more efficiently. When employers trust employees to be productive and focused, even when managers aren’t directly seeing and supervising them, it can boost the relationship.
Interestingly, a hybrid workplace offers environmental benefits. No commute means no fossil-fuel-powered cars driving back and forth. And when people work remote, their documents and presentations are stored online, with no need to print. Remote work further reduces expenses related to supplies, rent, utility bills, and so on.
Of course, no work format is without its drawbacks. Some remote workers may not be as productive. Employers need good, clearly defined performance metrics and they must monitor productivity and work output. Some employees just prefer working in the office. Others who do want to work from home may be prone to overworking, especially if they have not yet figured out how to separate their workspace and workday from their living space and their personal time off. In these situations, be sure to encourage breaks, and have clearly defined “off the clock” hours. Employers offering hybrid work, rather than fully-remote, can, of course, have employees come into the office some days, and hold regular in-person meetings.
Be sure to consider your company’s processes before taking the plunge into hybrid-remote-work. Onboarding processes must be comprehensive and include opportunities for employees to feel connected to the organization, making sure employees are prepared to work both remotely and in-person. Companies need to adapt their processes to fully realize the advantages of remote work and remain competitive.