Exploring Remote Working

Mar 04, 2014 Bernadette Mackenzie

Remote work is labeled many ways. We define it as work completed in an environment other than the employer workplace. This can include working from a home office for employees & contractors and/or working from any other imaginable environment (hotel, beach, in transit, etc.) that fit for your work. Remote work is a fast growing trend in the workplace with 3 out of 5 American workers stating they can work remotely.

What is remote work?

There are a variety of terms to describe the process of working from a location other than the traditional office. Common terms are telecommuting, home, remote, mobile, virtual, or cloud working. The frequency with which remote work is being done may also affect the “definition” of the activity. The main categories based on the scale and relationship of remote work application are represented visually in the following graphic.

What are profiles of remote work?

Based on engagement towards the work, there're different leveles of remote work.

Hybrid employee

A hybrid remote worker will work only a portion of the time remotely and a portion of the time in the main office. This worker is an employee and may be in transition from their traditional workplace with the employer to a part time remote work scenario.

hybrid model is an excellent way to test the effectiveness of remote work for employer and worker. As an ongoing work model it also allows a double win by allowing workers to work from home on suitable projects and from the office for projects that require main office resources or interactions.

Outsource / contractor

A remote contractor will work a 100 % of the time from home or their own remote work place and is NOT an employee. The contractor may be in either the same geographic region as the main office (remote contractor) or in a geographically distant location (e.g. overseas/outsource).

For the employer: A remote contractor can offer enhanced capacity without the long term commitment of an employee. Specialized skills required for specific projects and or/ development cycle may be an ideal situation for bringing on a remote contractor. The ability to retain a remote contractor for limited deliverables or period of time can provide for low overhead. However, finding and hiring the right contractor can be time intensive and subject to availability.

For the contractor: Limited contract engagements can be profitable when the contract requires your specialized skill set. However, “ramping up” on the client’s work environment and requirements should be calculated into costing. Short term contracts also negatively impact long term revenue forecasting.

Unique considerations: Regional legal requirements regarding contractor terms and agreements, ownership of deliverables and intellectual property, ensuring contractor is included in team, adequate infrastructure, top level connectivity and management.

Temporary

A worker who will be working remotely for a temporary time. This may apply to:

• one worker under special circumstances (travel, relocation, medical, personal requirements etc.)
• activity that will re occur but involve different employees, contractors, clients, etc. ( online meetings )

A temporary worker may need to work remotely for a limited time and a review of return on investment weighing pros of maintaining employee (capacity, knowledge, etc.) against training infrastructure changes will be required. On the pro side the temporary solution often allows for employee to continue to contribute and lessens expense of re-hire, etc. Cons may include adjusting management and addressing infrastructure needs.

Full time Employee

A full time remote worker will work remotely 100 % of the time. The worker may have transitioned from a part time/hybrid scenario into full time or hired originally as a full time remote worker.

We, @FMATLabs , follow full time employee work culture with top talents around the world.

Research demonstrates that in the right conditions full time remote employees can be as or more productive than their traditional co-workers. Full time remote workers are at particular risk for feeling isolated from the rest of the team.

Unique considerations:It is important that remote workers are included in their team’s activities, have adequate infrastructure and top level connectivity, and receive regular management feedback.

Online meetings & conferences: remote work

Essentially everything that happens in a normal meeting. However, instead of sitting together in person, attendees are logging in with their computers. The presenters will share their screens so attendees experience the audio and visual they would normally see on the boardroom screen and hear from presenters coming from their own computer or device instead. Control over communications can be shared among participants. Participants are provided with log-in information. A registration process can also be included. Generally a moderator will do introductions, time management, and attendees can communicate with presenters/moderator as desired.

Obvious advantages include saving time and money, but also include:

• The conference venue is “virtual ”, saving facility costs.
• No one has to travel – save time, money and the environment.
• Your conference may have a broader reach as you can make it less expensive (if there is a cost) and attendees from further away may attend.
• Attendees can pick and choose content they want to view.
• Record the event for further use.

Remote work: myths and facts

What is driving remote work?

The growth of remote work is being supported by a number of factors.

Devices and infrastructure

Devices such as laptops, smartphones, and tablets together with broadband infrastructure and new applications are making remote work much more achievable and productive.

• instant and secure access to work data.
• cloud computing.
• broadband/hi-speed Internet.
• remote access devices.

Business/worker benefits

Both employees and employers can benefit from remote work options.

• retain and attract skilled workers.
• save money and travel time
• less distractions.
• individual work environment for employees (family-friendly, etc.)

Culture & generation

Remote working requires a company culture and worker/management mindset which can be developed and supported by a number of methodologies, practices and tools. The decision to engage or expand remote work is a business decision like any other. Here are some tips and resources to help you make your decision.

For the worker:

• Work type: The nature of your work should be effectively executed in a remote work environment.
• Personal work needs: Remote work changes the dynamics of self-motivation, engagement, inclusion, social interaction, etc.
• Employer interaction: Need sufficient level of interactions for supervision and support.
• Infrastructure: The right technology is needed to work effectively – Internet connectivity, hardware, software.
• Your cost of work: Remote work has cost benefits – travel, time, clothes, childcare and equipment.

For the employer:

• Culture: Introducing remote work can change, or be influenced by, existing working relationships and the culture of the workplace. Prepare to make sure it is a positive change and not disruptive.
• Workplace structure: Policies and procedures may need to be modified for remote work arrangements, in particular for security and supervision.
• Client and operational needs: Remote working is not appropriate for all roles, such as client-facing roles that must be on-site or production type roles in manufacturing.
• Infrastructure: Effective remote work requires the infrastructure (devices, cloud applications, etc.) that enables a remote worker to operate as effectively as colleagues in the office environment.
• Return on investment: Understand your goals, e.g. cost savings, productivity, access to resources, etc., and evaluate the cost-benefits.

top motivations for companies to adopt remote work practices

Every company is different and will benefit from remote work differently. However there are a few benefits that are common throughout all industries and company types:

Worker retention

Studies show that workers value workplace flexibility in their top five critical workplace requirements.

Increased HR capacity

Businesses of all types increasingly need workers with specialized skills not available locally.

Increased productivity

Many studies demonstrate that remote workers will be more productive with the right support. This relates to time saved in travel as well as decreased distractions.

Increased growth

Bringing on remote workers/workforce can allow companies to manage uneven workloads and/or sustained growth requirements.

Saved money

Remote work practices can save travel, time, HR retention and effect numerous other bottom line contributions.

top motivations for workers to adopt remote work practices

No commute

Studies show that workers regard their commute as a loss of wages, expense and a general negative aspect of their work.

Lifestyle

Remote work allows for closer contact to family needs, improved personal planning opportunities and customized working environment.

Productivity

Many studies demonstrate that a remote worker will be more productive with the right support. This relates to time saved in travel as well as decreased distractions.

Flexibility

Remote work options may offer workers more flexibility to engage in additional contracts and/or professional development. Greater choice in living location (if working full-time) is also a great benefit.

Save money

Remote work can reduce the money and time required to commute to and from the traditional workplace. Other economic factors may include adult/child daycare, attire, etc.