Benefits of Remote Work

Exploration Beyond Geography and Time

When companies are open to remote workers, the potential pool of candidates opens beyond the normal geographical or time boundaries. Many professionals are unable or unwilling to relocate yet will gladly work remotely. For example, in Silicon Valley and other high-priced cities, many companies are opting to hire remote workers since it is hard to find local employees that don’t require exceedingly high salaries to keep up with the rising cost of living. Additionally, some companies may want (or need) to keep workforce operations going beyond the local workday hours. Hiring remote workers in various time zones allows for this capability without having to worry about paying overtime or additional compensation for the “night shift.”

Save Money on Physical Office Space

By utilizing remote workers, it allows employers to spend less on physical office space. This lack of demand for physical space also contributes to lowered facilities costs for utilities, equipment, food, and janitorial expenses. Over time, these savings can really add up, especially when a company is in a growth stage and adding remote workers prevents the need to move or purchase additional office space.

Ability to Hire and Retain Top Tech Talent

Hiring and retaining talent can be a real challenge.  For the tech industry, where employee turnover is higher than in other sectors, remote work policies can be a real game changer for hiring and retaining top talent. Remote work allows employees to control work-life balance. This better control provides employees with the ability to confront issues such as child-care and commuting costs with more flexibility. This engenders good will on the part of the employee that could lead to longer tenures. In some cases, employees have been known to accept a lesser salary in order to work for a company that has a flexible, mature, remote work policy in place.

Happier, More Productive and Creative Employees

When employees have a better sense of work-life balance, they are oftentimes happier and more productive. Also, in remote work situations, employees tend to be more productive since workplace social distractions are limited.  A 2-year study from Stanford found that remote employees were highly productive and worked a full shift compared to onsite employees who were either late to work or would leave early multiple times a week. The study also found that retention rates were higher for remote workers than onsite workers and that remote workers took shorter breaks and used less sick days than their onsite counterparts.

Considerations Before Implementing a Corporate Remote Work Strategy

While there are many benefits to remote work, it’s essential that a company’s remote work strategy is thoughtful and organized to ensure success. Haphazard remote work programs can be detrimental to a workplace leading to lost productivity and reduced morale.

Ensure there is Set Policy in Place and In Writing

Before hiring a remote workforce, it’s best to have a policy in place with clear, concise regulations and guidelines. Making sure that a plan is in place will prevent confusion and headaches down the road. Include in your policy what type of employee can work remotely, when, and how. In some cases, remote work just may not be practical to get the best performance out of an employee. Make sure to include who can approve remote work. Also, what are the procedures regarding disciplinary actions when remote work issues occur such as missing deadlines or not fulfilling work hours?

Is Your Technology Up to the Challenge?

When you have a remote workforce, it’s vital that your company’s technology is up to the task. Do you have video conferencing platforms that are dependable and easy to use? What VPN technology can your remote workers use and is it secure?

Moving Forward

Remote work will only increase in the years ahead as both employees and employers see the many benefits it provides. For remote work arrangements to be successful, organizations should have clear, concise policies in place. When the time comes to craft your remote work policy, contact a personnel management specialist. At Open Systems, we are experts in recruiting and retaining tech professional, especially remote workforces. Let our experience and expertise help you create successful workplace strategies.

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How Do Employers Feel About Inconsistent Employment?

Hiring is part of doing business. Searching for new talent takes a significant amount of time and money. This investment usually does not pay off until after the first year when the new employee has had the opportunity to learn the ropes in their position and become as productive as they can possibly be. With this in mind, employers will try to make the most practical decision when it comes to extending an employment offer. When employers see a history of rapid job changes on a candidate’s resume, they see an increased risk of the same thing happening at their company.

You Are Always on the Lookout for a Higher Salary

If an employer feels you are only interested in your bottom line, they fear you’ll be whisked away as soon as the next highest bidder comes along. With such a tight employment market, there will always be employers who poach and offer higher compensation, but a history of making repeated hops every time a bigger check comes will raise red flags.

You Can’t Commit

Employers want employees who can commit. They want workers who believe in their work and are willing to stay even when things get challenging. Also, with markets as highly competitive as they are, a non-committed employee may be more likely to take sensitive company information with them and use it elsewhere. While NDAs offer employers some protection, most cases are hard to win in court and by that point, the damage is already done.

You May Have Issues Getting Along With Others

Candidates that have changed jobs frequently can make employers wonder about their ability to work with others. Hiring managers fear candidates who possibly have interpersonal relationship issues coming into their company and causing havoc with negative attitudes. This is due to the fact that unprofessional behavior can cost considerable time and produce many headaches.

Ways for a Candidate to Negate Inconsistent Employment Experience

Above All, Be Positive 

During an interview, display appropriate body language and tone. Remain positive and always be professional. This will prevent employer’s minds from wondering toward possible negative reasons for your inconsistent employment.

Highlight Your Experience and Unique Skills

Turn your inconsistent employment into an asset. Play up the fact that having the experience of numerous employers and situations has given you the opportunity to learn and grow. Talk about the platforms and skills you have been exposed to.

Don’t Badmouth Past Employers or Co-Workers

When interviewing it’s best not to badmouth past employers or co-workers. Don’t tell stories of how colleagues or former supervisors wronged you.

Moving Forward

While inconsistent employment is becoming the norm in some industries, some still see it in a negative light. When employers see inconsistent work experience, it may give them pause before making an offer. The best way to avoid these misconceptions is to remain positive when interviewing and be professional. If you need help presenting your experience in the best light, consult a professional recruiter. They can help you craft your message to show employers how you can be a valuable asset for their organization.

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Though the main benefit of a good mentoring program is it allows more senior professionals to share their unique skill sets that can bridge skills gaps in more junior employees. Bridging these skill gaps can create a more productive workforce that can drive organizational improvements.

What Successful Mentoring Programs Have Mastered: Matching

Mentoring programs are only as strong as the relationships they help foster. Here are several ways to create positive, long-term mentor and newbie relationships.

Identify Skills Gaps Before Making a Match

Identify the gaps you are trying to fill in your mentees skill sets and match the mentees with executives who can help fill those areas. For example, if an employee needs to improve in reporting or presentations, ensure they are matched with a mentor that excels in those areas.

Ensuring mentor and newbie aren’t in the same management chain

When a relationship exists outside the bounds of a management relationship, there is a higher probability the relationship will be more productive. The chance for open, honest dialogue dramatically increases when the mentee does not have to worry about repercussions to either them or their boss. On the other hand, mentors can also provide more direct feedback when the mentee isn’t their employee which could strain their professional relationship.

Match newbies with mentors who are in roles they aim for  

Asking newbies what career goals they foresee for themselves in the future can help make mentor matches. For example, if a junior IT professional wants to be more security-focused, setting them up with a mentor who is a cybersecurity expert would work best.

Try to find some common ground for the match   

Relationships that start out with some common ground tend to be more successful. For example, matching employees who have attended the same college or have similar interests outside of the office is highly beneficial in yielding a robust and productive relationship. This common ground can help bridge the initial awkwardness and create the beginning of a positive relationship.

Moving Forward

Mentoring programs are only as strong as the matches they make. By producing successful mentoring partnerships, many companies can bridge skills gaps that exist in their organization. When the time comes to add these new employees and future mentees, it’s best to reach out to industry experts, professional recruiters. A professional recruiter will be able to identify top industry talent whose involvement will be able to enrich your mentoring program.

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