Remote work can be a valuable addition to the workforce. According to a recent study from Flexjobs, the average company can save up to EUR19000 per remote employee a year. Moreover, remote work helps employees feel more engaged and empowered. If you’re considering remote work for your company, there are some important factors to consider.
Adaptive structuration theory
Adaptive structuration theory provides a framework for understanding the nuances of remote work, which is the process of shifting roles within a work environment. The theory suggests that a person’s role is shaped by the social systems he or she is a part of. It also suggests that the role of a person depends on the context he or she finds themselves in, and the way in which the person experiences the world around them.
Adaptive structural theory can help organizations manage change and adapt to new technologies. It examines how individuals and groups use technological innovations, particularly how these technologies are structured. Adaptive structure theory is particularly relevant in modern organizations, where advancing technologies are driving organizational change. A literature review describes some examples of how information technology has changed the nature of organizations. Adaptive structural theory also relates to complexity theory of organizational structure, which can explain the effect of advancing technologies on organizational structures.
If you have remote employees, it’s still important to conduct regular employee 121s. These informal catch-ups are a great way to give support, guidance, and set expectations. You can also use these to evaluate the progress of the project. Employees who are working remotely are sometimes overlooked when it comes to recognition. Hence, it’s important to include them in employee of the week and surprise thank you deliveries.
In the current global business environment, the advancement of ICTs has enabled employees to work remotely, enabling organizations to remain operational, even during turbulent times. This new mode of working has multiple benefits, including a more flexible and agile workforce. However, the flexibility of remote work is not without its risks. Organizations need to carefully evaluate the benefits and risks associated with remote working, and top management team support should be considered.
The flexibility of remote work provides many benefits to employees, including a better work-life balance. For example, employees who have the opportunity to work from home enjoy the freedom to work from home, which allows them to exercise, take care of minor household chores, and spend time with their families. They can also handle emergencies in a more personal way, without being tethered to a desk or cubicle.
The benefits of remote work are many, but it also presents some new costs. For instance, employees may require ergonomic equipment, office furniture, and good lighting in their workspace. Companies should be prepared to cover these expenses. A healthy internal culture is important for engagement in remote work. A good company will make sure employees are happy working from home.
The costs of remote work may not be immediately apparent, but it’s still worth considering. In addition to reducing the cost of transportation, a remote employee may not be required to purchase office supplies or refuel their vehicle as often. Also, they don’t have to pay for food, so they’ll save money on these costs. Additionally, telecommuting may reduce the cost of recruitment.
Impact on company culture
While the transition to remote work can be daunting for companies, it’s also an opportunity. Not only does it give employees greater flexibility, it also offers employers access to a larger talent pool. In addition to hiring more flexible employees, remote work also offers companies the chance to improve their company culture. However, companies need to rethink how they approach culture building and development.
The first step in building a remote-first culture is to establish policies that support this change. This should include new communication norms and examples of the desired behaviors. Another important step is to introduce a centralized communication platform that allows teams to stay in sync and aligned. Lastly, creating trust among employees is key to developing a healthy company culture. This will help managers avoid micromanagement and give employees the space they need to manage their work load.