The workplace landscape has drastically changed over the last two years. While remote and hybrid work existed prior to 2020, it’s seen a massive acceleration since then. After the pandemic-driven shift to remote work, more employees want that freedom in deciding where they do their work. And more companies are implementing policies for alternative work sites.
This makes sense, given the multitude of benefits remote work offers employees and employers alike. If your business is considering a permanent move to remote and hybrid work arrangements, you might be wondering how to make the logistics work. Keep reading to learn how you can remote work a reality in your company. Whether that’s allowing hybrid work arrangements or hiring overseas remote employees, you can find a solution that works for you.
Look Into an EOR or PEO
When deciding to open up your hiring process in multiple states or even internationally, the employment laws can be daunting. Connecting with an organization that can help you navigate this landscape can take the stress off of you. You go to experts for help in other areas of your business – why not do the same here?
Consider working with an employer of record or a professional employer organization when recruiting outside your area. To decide between an EOR vs. PEO, keep a few things in mind. Both an EOR and PEO can manage HR tasks like payroll and benefits administration for you. An EOR, however, is the legal employer of your worker. This means they take on the liability of compliance with labor laws – a particular benefit when you’re hiring globally.
Another difference is that you don’t have to have a business presence in different countries to hire internationally when you work with an EOR. As the official employer of your foreign workers, they take care of that for you. With a PEO, in contrast, you are a co-employer. As a result, you’re in charge of keeping up with labor laws. And if you wish to hire full-time employees in another country, you will be required to establish a legal presence there.
Upgrade Your Collaboration Tools
Part of making remote work a reality for your business is implementing technology systems that make it feasible. Do you currently have old desktops through which employees can only access the network from the office? If so, remote or hybrid life isn’t possible just yet. For team members to do their work offsite, they will need laptops and access to the server.
You can provide the computers or allow employees to use their own personal devices. Though an extra expense for your business, providing the devices allows you to have greater security control. You’ll also need to create systems for your team to access needed systems remotely. Cloud-based servers and two-factor authentication can enable secure, convenient access to required resources.
Hosting video calls and chats on Microsoft Teams or Zoom keeps your team connected. When you’re spread out across the globe, hopping on a call and seeing your colleagues face-to-face aids in collaboration. As a manager, it also allows you to build rapport and get to know your direct reports, no matter their time zone.
Create Buy-In
Having the right collaboration tools in place is important for another reason: to help team members to feel like they belong. Remote work can be lonely if employees feel like they’re floating around untethered to the larger organization. It can be hard for new employees to feel like they fit in, and it’s even more challenging when they’re fully remote. Kick off a welcoming and inclusive company culture during onboarding and create touchpoints for ongoing engagement.
There’s nothing worse for a new remote employee than to log in on day one and have no one talk to them all day. Send your new hire an agenda for the first day – bonus points if you have one for the first week. Kick the day off with a call from their new manager. Set up meetings throughout the week so they can get to know the key folks they will work with.
These meet-and-greets can make a great first impression with the employee and let them know people they can reach out to. When your team feels connected, they do better work for you; they also develop a sense of accountability. If they feel part of something, they don’t want to let down their co-workers. When employees are accountable, you can trust them to do their work from anywhere.
Catching the Remote Work Wave
If your business model allows remote or hybrid work, it’s possible to make that shift. A remote work policy can help you recruit top candidates, which is especially beneficial if you’ve experienced a declining applicant pool. Offering this alternative also benefits your employees who currently work in person. Greater workday flexibility allows them to create a work-life balance that works better for their family. This, in turn, can lead to improved employee retention.
Switching to a remote or hybrid model will likely take some planning and investment on your part. But implementing the tips above can ease the transition to remote work and help your business thrive.
