Introduction
Most employees who are not allowed to work remotely or who only sometimes did so before the COVID-19 outbreak believe their firms have done a great job with the shift to remote work. Only a tiny percentage of employees say their company handled the introduction of remote work poorly, even though many businesses have been slow to embrace flexible work arrangements (Mankins & Garton, 2017). Allowing employees to work remotely helps them save time and money on transportation, improves employee engagement, and helps the company save money on office space and catering.
How Working Remotely Became Acceptable
Many organizations still have a 9-5, 40-hour work week, but more and more are adopting a remote work policy. Typically, this allows workers to work remotely and from the office when most convenient. While the remote work trend only fits some businesses, it does suit those in technology-intensive industries (Neeley, 2021). Several remote work job sites have been developed to assist this expanding trend.
There are several reasons why working remotely has become acceptable. The first is flexibility. Millennials want the flexibility to work whenever and wherever they like. People who work remotely may plan their work hours around their lifestyles rather than vice versa. Employers also gain from this freedom because they spend less on internal resources and internet costs.
Secondly, increased productivity working remotely, believe it or not, may be more productive for some people. Working from home might reduce the stress that commutes add to people’s days. Additionally, several workplace distractions, including ambiance, impromptu meetings, and gossip, reduce productivity.
According to Nicholas Bloom’s research, remote employees worked 9.5% harder and were 13% more productive (Onakoya, 2018, pp. 12-18). More productive employees are a contributing factor to higher revenue. This distant, compelling fantasy may become a reality by utilizing the most significant technologies and implementing a plan.
Finally, an employer may need to help attract top talent in their region to reach top talent. A person increases their chances of attracting top talent by providing remote work possibilities. This solution is especially effective if individuals seek in-demand technical personnel (Mankins & Garton, 2017).
Many of these high talents may be interested in working remotely. The cost of moving to a major city may be higher for young and talented graduates. Thus, working from home enables them to increase their savings. In addition, they will be in a far better position to move these remote workers on-site if the opportunity arises.
Industries That Will See a Surge in Working Remotely
The coronavirus (COVID-19) pandemic caused a significant shift in business practices toward telework. Regardless of their prior telework policy, some businesses, such as those in the insurance, professional and technical services, and information sectors, were better equipped to switch to telework at the start of the epidemic (Mankins & Garton, 2017). However, educational institutions, information, and technology were the industries most likely to see a surge in people working remotely.
Benefits of Working Remotely
Before the coronavirus epidemic, remote work was a trend that only grew more widespread. According to Gallup, nearly 60% of American workers working from home wish to do so, and ninety percent of remote employees desire to continue working (Mankins & Garton, 2017). Employees prefer remote work arrangements because they offer greater autonomy and flexibility in terms of working hours and location (Neeley, 2021).
Working remotely might involve using remote work permits to travel abroad or working from a coffee shop or co-working facility. Remote employment offers some benefits of working from home, such as a better work-life balance and a flexible schedule that allows one to begin and stop working whenever they wish. While some individuals work best at night, others prefer the early hours of the day. Remote employers support staff in achieving a healthy work-life balance. Maintaining equilibrium is one of the talents required for remote work.
Secondly, access to more opportunities; one of the most important advantages of working remotely is having access to opportunities. Remote workers can access more job options than office employees, but are restricted by location. An individual no longer needs to relocate to a metropolis if one chooses to live in a small town or the country to have access to well-paying work (Wheatley et al., 2021).
Finally, increased diversity, inclusion, and exposure to international cultures. Since employees are not required to live near enough to commute, small firms tend to have more diverse and inclusive teams. People who work remotely are exposed to individuals from various social, geographical, and cultural backgrounds. Remote work gives job seekers with difficulty finding regular jobs more possibilities.
Downsides to Working Remotely
Firstly, since people spend a lot of time at work and have little direct interaction with other employees, the environment there is essential and significantly influences us. Due to the absence of face-to-face connection and socializing with office employees, remote working can be difficult for many people. Secondly, keeping a work-life balance while avoiding distractions could become more challenging to maintain a clear separation between their personal and professional life when their dining room table serves as both a workstation and a dining table (Landers, 2019).
The simplest way to set such boundaries is to set up a special place as a guarded office. Even if this option is unavailable, it is still a good idea to log out of any platforms used for work after business hours. When working from home, one must maintain self-control and plan their day. To be productive, one must set up the task to a higher degree of working organization. Remember to manage personal concerns after work hours as well.
Thirdly, a person must also have internet connectivity to perform remote work. Sadly, some employees have no access to the Internet at home. Additionally, there is the problem that the working environment is unfavorable, which reduces the quantity of work that employees can do when working remotely (Mankins & Garton, 2017). Companies have also expressed unhappiness with the poor quality of work of remote workers due to the absence of company-provided oversight. Finally, some employers contend that particular professions, including those in the manufacturing and service industries, can only be performed based on the firm where they are employed.
Effects of Remote Working on Productivity
Many businesses have reported little to no change in employee productivity despite the widespread use of communications and collaborative technology and the meteoric rise of the remote work trend. In response to the rapid disruption created by the dramatic spread of COVID-19, businesses have found creative ways to assist their employees in coping with the epidemic’s effects while at the same time preparing for an eventual return to the workplace for many of their workers (Neeley, 2021). Even though the economy has been in turmoil, technology has proven to be a lifesaver by allowing for steady output to be maintained. In addition, companies with a more significant internet presence have survived and even thrived in the current economic climate.
The outbreak of COVID-19 has dramatically altered the methods by which labor is accomplished and will have far-reaching consequences for employers and workers. Moreover, indications are growing that the shift toward more flexible work styles will intensify, with far-reaching effects on the economy (Mankins & Garton, 2017). To a large extent, this change is being prompted by companies’ realization that their workers may be just as productive when not in the office.
Why Companies Should Allow the Option of Remote Working
Since businesses may hire employees from anywhere, they should provide their staff with the option of working remotely. One may still recruit the ideal candidate for their team even if they reside in a different nation or time zone (Neeley, 2021). Working with a workforce from various locations may foster a type of variety that results in new thoughts and viewpoints, and makes it possible for them to recruit and hire the most incredible talent. Additionally, remote operations can significantly reduce overhead expenses.
Ways of Tackling Issues Associated with Remote Working
To reduce challenges associated with remote working, employers should establish a remote work policy that details who to contact in an emergency. Utilize cloud-based remote communication and collaboration tools like Trello, Skype, Zoom, and Slack. Establish goals, including short- and long-term team and individual objectives, and outline the metrics businesses will use to gauge employee achievement (Wheatley et al., 2021). Utilize time-tracking or project management software to monitor everyone’s work. Employers do not want to be the boss who makes everyone live in constant fear.
Conclusion
Researchers concluded that during the COVID-19 pandemic, employees’ productivity increased when given the choice to work from home. As a direct result of the pandemic, there has also been an increase in the number of people working from home. The literature review concludes that remote work is here to stay and will soon become the “new normal.” This review advances our understanding by showing that remote work can increase productivity during a pandemic (Mankins & Garton, 2017). The belief of their employer in their ability to maintain a work-life balance, where they spend the majority of their time with their families, motivates employees.
References
Landers, R. N. (2019). The Cambridge Handbook of Technology and Employee Behavior. Cambridge University Press.
Mankins, M. C., & Garton, E. (2017). Time, talent, energy. Harvard Business Review Press.
Neeley, T. (2021). Remote Work Revolution. HarperCollins.
Onakoya, S. (2018). The Paper Investigates the Role of Remote Working in Export Management, Determining How Virtual Organizations can Manage Remote Working Effectively. Texila International Journal of Management, 4(2), 12–18. Web.
Wheatley, D., Buglass, S., & Hardhill, I. (2021). Handbook of research on remote work and worker well-being in the post-COVID-19 era. IGI Global.
