The Adjustments Employees and Employers Have to Make For a Remote-Work Future

The pandemic is resetting a lot of major work trends right now. It’s safe to say that employees and HR leaders need to try and rethink their workforce and they also need to think about employee planning as well. If you want to look at the adjustments that have to be made in order to facilitate remote work then simply take a look below.

Increase in Remote Working

Polls have shown that well over 48% of employees have to think about remote work as being at least part of their schedule. Organizations are now shifting more and more to remote working operations. They are also exploring the competencies that come with employees having to collaborate together digitally so that they can adjust things accordingly.

It’s vital that you are ready to try and adjust your strategies if possible, and you also need to look at shifting performance to goal-setting and evaluations.

You should know that working from home doesn’t mean that your team members can’t have an accident, so it’s important to consider all angles when it comes to an accident at work claim and the potential disruption to daily routines and organization, etc.

Expanded Data

Analysis shows that over 16% of employers are now using tech much more frequently to try and monitor their teams. They also try and do things like virtual clocking in and clocking out. They try and track computer usage and they also try and do their bit to monitor employee emails. While some companies are tracking productivity, others are trying to make sure that they improve their overall employee experience.

Even before the pandemic started, organizations were trying to do what they could to use non-traditional tools, but it would seem that the HR trend is going to be sped up by monitoring remote workers. You have to make sure that you follow the best practices possible so that you can make sure that all of the right employee information is used.

Contingent Expansion

The pandemic has brought around a lot of economic uncertainty. A lot of people have lost their jobs and they have also exposed others for the first time, to various non-standard working models. A lot of organizations have responded to the impact by reducing contractor budgets and also by trying to make sure that there are measures put into place.

It has been analyzed that workforce management teams are now going to consider putting other job models that they have witnessed, into their own workforce. This can include 80% pay for doing 80% work. Research has shown time and time again that 32% of organizations are replacing full-time employees with contingent workers.

They are doing this as a time-saving model. They are also trying to do their bit to help themselves with work time flexibility. HR leaders in particular have to do their bit to try and evaluate workforce management and they also need to try and determine who is going to be eligible for the same benefits when compared to full-time peers. Only then can this be really implemented.