Ask this question before making the transition from your team to long-term remote work

Ask the question: What is the ultimate goal?

I have been thinking recently about the proverb \”The need is the mother of the invention.\” That came to me because I keep discussing with our clients, the impact that Covid-19 has had in the way that companies are doing business. When Covid-19 hit, practically any company that can operate on a work basis from home (WFH) did so. And now that companies are planning their return to Pre-Covid operations, some are discovering that there may be benefits to maintain some WFH forms for their employees.

I keep listening to comments such as:

\”People like this, so it’s a good benefit for employees.\” \”We can save on real estate / administrative costs if we reduce Our physical office requirements \”.\” We have a much larger labor market if we are no longer limited by a physique. \”

HoweverGO, when talking about anticipated results, organizations really need to return to this fundamental question: Why would our company change its operational strategy to be more oriented to WFH?

Identification of its desired business result

Before taking any decision related to the adjustment of work arrangements, the leadership should consider the many possibilities through the lens of a set of Subjects much larger than all circles return to specific justification for taking such actions.

To help with this process, I created a table that establishes the different commercial reasons and the implications of each policy.

If your goal is. . You will need to consider. . . Abandon cost savings, since new expenses, such as home office equipment, additional administrative burdens and continuity of maintaining an office structure for employees, reallyIt results in cost savings. Lower the talent group beyond the traditional geographical area, which can increase the talent group, could also create a more unstable workforce with employees, being able to \”vote with their feet\” to find another job for more wages, etc. .The ion draw to the external structure WFH WFH will probably have an impact on the compensation strategy of an organization. It is possible that organizations should consider factors such as: geographic adjustments, labor markets for talent, the importance of internal equity,% directed for the base salary and total cash, etc. Extracting the improvement of productivity, there is some evidence that shows that employees do not work. The same amount of time they made when they were in the office. This will put pressure on the company’s ability to establish more robust performance measures, both for individuals and business. EMPDiverse read. With a wider geography to hire employees, highly qualified foreign workers with specialized talent and knowledge that requires H1-B1 visas. Less inclined to join an organization instead of working for a company that sponsors a visa of this type to work on a specific geography. Administrative cost / Window processing that possibly work from other geographies, Payro Additional The processes for taxes on a wider footprint of geographies, for example, can increase the administrative burden and associated costs. Responding to the demand of employees, while the information of the survey shows that employees prefer an WFH environment, which is not universally the case. For companies that have a combination of Office vs. WFH, a company must be diligent to ensure that there are no \”classes\” of employees who may have implications in the COM cultureI joined.

When you talk to customers, continue to press the fundamental question, people should ask themselves, what are you trying to achieve? Quite basic, I know, but sometimes the best approach is to start with the simplest questions.