Real estate costs and carbon footprint.Although some employees may indicate preferences now, those conversations should be revisited as work patterns and routines normalize. Individual choices should be taken into consideration given differences in personalities and preferences for remote work. If the workforce is primarily remote, synchronous virtual orientation sessions or on-site retreats may be beneficial. New employees or those recently promoted typically benefit from an initial period of time in the office, both to build relationships and to gain the implicit knowledge that can be more easily absorbed in the office environment. Companies continue to stretch the boundaries of remote work, with technologies like robotics and augmented reality being used to enable remote machine maintenance in manufacturing, and even some medical screenings and diagnosis functions. Obviously, some jobs simply cannot be performed remotely, but these may be fewer than you think. Highly collaborative work can also be successful remotely, but requires more effort to manage. Independent tasks - that do not rely heavily on collaboration or coordination with others - are ideal for remote work. To determine the optimal policy for your organization, leaders should factor in the following strategic considerations: Possible scenarios include a primarily remote, hybrid (with employees in the office part-time, typically two or three days per week), or a primarily in-office setting. What’s the right mix of remote work for your organization? As companies reconsider existing policies, they’ll need to address the following questions. Company policiesĪ proactive implementation of remote work may require updating company policies to fit the needs of a dispersed workforce. Below, we take a look at key emerging trends in each of these categories. Our research, executive education, and corporate advisory experience suggests that the key decisions leaders will face fall into two main categories: company policies and management practices. And, whether you lead a company or a small team, now is the time to start planning. Leaders must think strategically about their remote work policies and practices going forward. Rather than simply shifting operations “back to normal,” we urge leaders to think about how they can leverage recent remote-work experiences to intentionally plan for a remote/hybrid workforce in the future. Unlike the reactive shift that began abruptly in early 2020, the coming shift can be proactive and intentional. And yet, in a recent PWC survey of 133 US executives, nearly one-third described their approach to post-pandemic remote work as “going with the flow.” Virtually all projections anticipate the post-pandemic workforce will be relatively more remote - that is, nearly all firms will experience an increase in remote work relative to their pre-pandemic baseline levels.Īs pandemic restrictions ease, company leaders need to make decisions about how to achieve an optimal remote work strategy.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |