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It has been over two years since our lives took a turn for the uncertain: The COVID – 19 Pandemic brought about changes in our way of life that paved the way for all of us to realign our perspectives and priorities for the future.

For the last two years, the phrases “Remote Work,” “Social Distancing,” “Home-based Work,” and “Work from home” have never been more popular, with the last of these even being added as an official abbreviation (WFH) to the Merriam-Webster Dictionary. It is expected that these words will not be leaving our vocabulary anytime soon in the foreseeable future.

Since its break-out, we have seen countless variations, a fluctuating number of cases of infected people, the establishment of the “new normal,” and the changes in work setup for most companies. The ability to work from home is a privilege that few companies were very fond of, pre-pandemic. However, now that it has become part of the norm for the past two years, we may now start asking ourselves, “How long can this go on? What does the future have in store for us? Where do we go from here?”

1. Home-based and Freelance Work Will Become a Staple for Many Companies

While some companies in specific industries will most likely return to having on-site jobs for all of their employees, it is unlikely that many companies will, at least not in a couple of years after 2023. Ultimately, a way to determine this will be to take a closer look at the tasks and activities associated with a specific profession.

It is projected that many companies will amend existing policies in order to make way and adopt remote work as a viable part of the work structure. Although it is unlikely that fully remote work will still be a thing for some professions in a few years, devoting a number of days to remote work is not a far cry, given the sheer amount of home-based work established over the past two years.

The Demand for Home-based Work Will Increase in the Years to Come

A recent survey by The Conference Board asserts that the continuation of adapting the remote work setup will most likely succeed in the next couple of years, with 77% of respondents expecting to be able to work remotely from 1 to 3 times a week. Furthermore, it is also very likely that professions that can be done fully remote will continue to be so even after the pandemic.

The findings of the same survey include the following data:

• An increase in the number of Professional and Office Workers working remotely on a full-time basis is expected.
• Professional and Office workers are also expected to be able to maintain productivity levels better than manual workers.
• Organizations that report having more than 10% of the workforce work remotely pre-pandemic are more likely to witness a rise in productivity levels during the pandemic.
• The adoption of a Work-from-home setup for the workforce elicited a reduction in the workforce cost for most organizations.

On another note, a recent survey conducted by FlexJobs determined that out of the 2100 respondents who worked remotely during the pandemic, more than half would actively search for new opportunities should they be prohibited from remote work post-pandemic. As a matter of fact, 65% of the respondents preferred to work remotely on a FULL-TIME basis compared to the 35% who thought otherwise. This is a ground-breaking finding because not only did it prove that the demand for remote work exists, but it also says a lot about what companies have to do to keep their employees happy.

Among its findings concerning the return to on-site setup are the following:

• Only 2% of the respondents want to return to an on-site setup full-time while 33% think that a hybrid setup is the best way to go.
• Exposure to COVID-19 remains the top concern for workers.
• 46% of the respondents report being worried that returning to the office would mean less flexibility while 43 % are more concerned with the loss of work-life balance.
• Among the top concerns for workers include: Office politics (34%), Lack of safety protocols (32%), and changes in the daily routine (27%)

• Studies Were Able to Highlight the Convenience of Remote Work for Workers and their Productivity

In the same survey, it was also discovered that while only a third of the population felt that their collaborative abilities had improved virtually, more than half asserted that they were more productive. Furthermore, listed as the best benefit of remote work by the same respondents was not having to commute, with cost savings coming in as a close second. Also, while 70% thought that working remotely has had no impact in terms of their chances at promotions/advancement, 83% were able to actively engage in a form of professional development.

The survey also highlighted the following data:

• “Not having to commute” ranked as the top benefit of a home-based setup (84%), closely followed by “Cost savings” (75%).
• Only 6% of the workers felt that their productivity had decreased, while another 6% were not sure.
• Opinions on video meetings were largely indifferent (33%) but around half of the responses expressed that they either “Like them somewhat” or “Like them a lot”
• Among the benefits of having virtual meetings, “Not having to travel to the meeting” ranked as the top benefit (75%) followed by the ability to wear comfortable outfits (58%) and having the ability to mute (55%).

While all these numbers seem like good motivators for workers to stay remote, one must wonder how much of a chance is guaranteed that ample opportunities would present themselves in the next couple of years. What do companies stand to gain in adapting remote work into their business operations’ structure?

Workers Will Become More Critical of the Company They Will Be Working For

Given that we have already established that the interest in working at least partially remotely is on the rise, companies can no longer ignore this demand and have to incorporate into their policies the option of working remotely. What was once just a perk for some roles could and should now be a staple for most.

In light of the pandemic, workers are now taking into serious consideration both current and potential employers’ wellness policies. While it is true that even prior to the pandemic, the area and location of business offices must be taken into consideration when looking for a job, the current global crisis multiplied the necessity of this factor exponentially. If an option to work from home exists, not only would it help give the current workforce peace of mind, but the introduction of remote work could also help companies decrease turnover rates for previously on-site roles and would give them the ability to get a hold of potential talents that they would otherwise have missed should this option be inaccessible.

Overall, it is safe to assume that expectations about work situations and setups have changed dramatically over the past two years. While establishing remote work does not go without risks, there is very little we can do to prove that the benefits outweigh the drawbacks. We might as well believe this could affect how we see work structures for good. If there’s one thing that is certain, it is that companies, no matter how small or large, are, and will always be, run by people. And people, in the toughest of times, will always find a way to adapt and survive. At this rate, we may be looking at survival as being defined by viewing remote work as the “new normal.”

 

How to Manage Your Remote Team

Since April 2020, much of the US workforce transitioned to remote work. Of those, 60% report that they prefer their new setup and would rather not return to an office.

The remote workforce has been steadily expanding for years, and a growing body of research suggests it may be better across the board – for employees, management, and the company’s bottom line.

But with such a sudden change, many leaders are dealing with workplace culture shock, unsure of how to steer the transition for best results. Managing a remote team requires different skills and habits than the traditional 9-5 office. So how can leaders get their teams accustomed to remote work and avoid a productivity slump?

1. Get everyone using the same tools.

While it may sound obvious that your team should use the same technology, one third of professionals polled in a Planview survey said that no one on their teams were using the same tools. In addition, a McKinsey Global Institute study found that workers spent a surprising 20% of the work week either searching for information or trying to track down a colleague.

All of this wasted time and effort could be eliminated by simply investing in effective collaboration tools and training everyone to use them. While it may take some time and investment up front, the long-term productivity lift will be worth it. 

Collaboration tips:

• Choose a primary project management tool like Asana for assigning tasks and monitoring progress.

• Adapt your communication style.

For remote teams, communication takes a bit more intentionality. While you may find that communication needs to increase, it’s also possible that your team can communicate less, focus more, and get even more done.

If you’re used to an open office culture, it may feel like your team isn’t connecting enough. However, remote teams often communicate more concisely and spend less time chatting – research backs this up. Ask yourself: Has quality of work increased, decreased, or stayed about the same since going remote?

Communication tips:

• Never assume understanding. It’s a common human folly to assume that everyone thinks just like we do. Managers that give clear and direct instructions are less likely to encounter miscommunications. Assuming your remote workers know exactly what you want from them is a recipe for disappointment.
• Have a system for delegating tasks. This ensures remote workers are never sitting around idly wondering what to do. Whether through meetings or project management applications, have some way to clearly assign tasks.
• Have a designated space for your team to communicate, whether its work-related or strictly social. Apps like Slack are perfect because they allow separate channels for each topic.

Give up micro-managing.

This can be especially difficult for managers who have worked in traditional corporate settings for decades. But times are changing, and no employee enjoys someone looking over their shoulder. Micromanaging communicates that you don’t trust your team, which erodes team morale and trust in your leadership.

Managing tips:

• Set up a way for your workers to share progress with you. Make it clear that they are expected to communicate through this avenue regularly (e.g. daily or weekly) so you can follow their progress. If you’re unsure how to do this, ask your workers how they can best report to you – some may be better at Zoom meetings, while others may prefer to use a tool or send an email.
• Assess your current workforce. While it may be difficult to face, if you struggle with micromanaging, you may not have the right people on board. As you transition to remote work, it’s crucial to let go of any employees who consistently don’t meet expectations.
  
  
• Give them the big-picture vision. By regularly articulating your company’s vision, goals, and values, you give your employees a framework to operate within. Talented professionals will never need to be micromanaged when they know what they’re doing (goals), why they’re doing it (vision), and how they should do it (values).

Talk about work-life balance with your team.

Work-life balance is a hot topic, but for far too many companies, it’s still the elephant in the room. Employees need to strike a balance between feeling overworked/resentful and unproductive/disengaged.

Work-life balance tips:

• Establish your own rhythm. If you don’t have work-life balance, you won’t be able to model it for your employees. This means they may develop the same imbalances you have.  
• Designate clear start and end times. Especially for managers, using willpower and cutting yourself off at a certain time is critical for maintaining mental health. This schedule can vary from the standard 9-5, especially if your colleagues reside in other time zones.
• Make a to-do list. It’s an obvious tip, but without a to-do list, how can you be sure you’re “done” for the day? More tasks will always creep in, many of which may be unnecessary at that moment.
• Encourage scheduled breaks. When working remotely, it is much easier to lose all semblance of structure. Encourage your employees to take a scheduled lunch break for a set amount of time each day.

Much of your success as a remote team leader will depend upon communication and structure. Building routines and setting up internal structures sets the stage for your team to perform well, while solid communication keeps things running smooth.

In the future, the majority of the workforce is expected to be remote. For many companies, getting ahead of the curve and transitioning now will mean stability, flexibility, and even financial savings down the line.

In the wake of COVID-19, many business leaders are wondering how to be more prepared for a similar situation in the future. By relying less on systems that require in-person activity, many companies are untethering themselves from the office and creating more adaptable work flows.

Some businesses that have gone fully or partially remote are intrigued by how working from home has impacted their bottom line. According to several studies conducted both before and after COVID, remote work boosts productivity – in one study, by as much as 47%. Several months into their new work-from-home routine, many leaders are wondering if they should make the switch permanent.

Transitioning to a Remote Workforce

Among the benefits of remote work are a lower overhead for companies, more comfort for employees, a lower environmental footprint, and a greater talent pool to choose from. But with such an abrupt transition, many companies are struggling to manage all the details that come with transitioning to a remote workforce.

It’s important for companies to first determine which roles can realistically be done from a remote setting. For a software company, it may be the entire workforce. For a retail company, it may mean opening an e-commerce store but still having brick-and-mortar employees at the same time. Each company’s needs and capabilities will be different, which is why it’s important for businesses to transition according to their unique business model.

Leaders need to be communicating clearly with their teams to know what they need to do their jobs well. Similarly, leaders need to share concrete guidelines so employees know what’s expected of them. Creating a new work-from-home protocol will ensure any misunderstandings are averted. Digital platforms that track metrics and define deadlines are what many companies are now using. Tools like Slack, Zoom, Cisco, and Microsoft Teams have skyrocketed since the beginning of COVID.

Remote Works

Despite the initial challenges, transitioning fully or partially to a remote workforce is likely to reduce operational costs, streamline productivity, and retain top talent for most companies. With the right blend of elements (a talented team, a strong leader, the right tools and technology, and a solid HR strategy), any company can reap the benefits of going digital.

A Gallup poll revealed how remote work naturally lifts employee engagement rates:

“The optimal engagement boost occurs when employees spend 60% to 80% of their time working off-site. Those who work remotely 60% to 80% of the time were most likely to strongly agree that their engagement needs are being met.”

The financial benefit of this finding is huge. Gallop estimated that if a 500-person company that transitioned its team to remote work boosted productivity by just 5%, it would equate to $3,000 saved per employee. As many work-from-home studies suggest higher productivity boosts, this could easily equate to annual savings in the millions – and for companies that outsource, it’s even higher.

The Role of HR & Outsourcing

COVID quickly revealed the importance of being able to perform mission-critical business functions remotely. Fortunately, vetting candidates, interviewing, and even onboarding and monitoring employees can all be done remotely, making HR management one of the most adaptable business functions.

While outsourcing used to mean more unpredictability and less control over your workforce, this is no longer the case. Technology now allows companies to closely track their remote workers and communicate with them, ensuring they’re happy, engaged, and producing their best work. Even security concerns around outsourcing IT have waned as IT professionals now take more steps to mitigate the risk of a security breach.

As more businesses embrace a virtual workforce, outsourcing has become an increasingly popular option – and an avenue for even bigger savings. More businesses are outsourcing every year, saving thousands of dollars on equally-skilled workers in lower-cost regions of the world.

From IT professionals to customer service reps, designers, accountants, executive assistants, and developers, US businesses no longer need to settle for the small talent pool in their local area. They can instead vet professionals from around the globe to find just the right person with the right experience and work ethic.

Deloitte highlighted the top reasons companies chose to outsource:

• 59% – Reduce or control costs
• 57% – Focus on core business functions
• 47% – Solve capacity issues
• 31% – Improve service quality
• 28% – Gain access to expert talent and knowledge
• 17% – Manage business environments
• 17% – Drive organizational change

Outsourcing was reported to increase the quality of products and services, lower delivery costs, enhance the user experience, and even raise client revenue growth.

By 2025, 50% of the workforce is expected to be freelance, and remote workers may make up as much as 75% of the working population. As more individuals transition to remote, freelance, and contract work, outsourcing provides a reliable avenue for leaders to access the talent they need as quickly and efficiently as possible.