WFH after COVID-19

With many new ideas and methods gaining significance due to COVID-19, we are thinking about their durability in our work area. And speculations circulating at home using remote start-up tools are also making their rounds. It has led professionals to perform surveys that shed some light on their future. The global spread of COVID-19 has led to a rapid shift in companies moving to work from home. The WFH culture is built in an attempt to preserve business continuity. This is the first time for many organizations that teams have to interact, work, and connect remotely via technology’s power. Let’s discuss the challenges of remote working and WFH after COVID-19.

The Challenges in Implementing Remote Working

In the short term, the COVID-19 crisis is facing businesses with a wide range of challenges. Rapid implementation of remote work is a must to sustain efficiency. This also brings with it some challenges, however. The three main barriers to remote work implementation are as follows:

  • Implementation of Remote Working in a Structural Manner

Companies that see redemption in the rapid implementation of tools without systemic changes are at risk of employee and stakeholder loss. Merely having the requisite infrastructure and tools is not enough. At the beginning of the crisis, some businesses already had the infrastructure and tools available but are now realizing their full potential. Tools are critical, but leadership, clear guidance, and real commitment are also needed to migrate successfully.

  • Securing the Infrastructure to Operate Remotely

Where businesses used to handle everything centrally, they now have to arrange everything remotely. This includes in-depth protection modifications and structural improvements. This should not be taken lightly because, during the outbreak, cybercrime increased in the EU. It also needs the diligence of every worker to navigate their work tools securely.

  • Balancing Employees’ Jobs and Private Lives

Employees undergo a blurring of the boundary between work and private life with the sudden implementation of work from home. Early adopters illustrate that this does not immediately affect efficiency, but it presents a challenge to teamwork and communication if left unattended. Therefore, consistently engaging in the well-being of your staff is an additional point of emphasis.

Some of the most exciting forecasts about WFH after COVID-19

  • More Faith in Remote Working

The lack of trust is one of the major factors that prevented employers from encouraging work from home. Managers cannot trust all their workers that they will be at their productive best when operating remotely. Micromanagement doesn’t work in these cases. Companies have to move to remote work to keep up with business continuity due to the global pandemic. And experts agree that this would increase the trust of managers in their workers who work remotely. In reality, they expect the demand for flexibility in terms of workplace and timing to be more significant. This, in turn, would benefit workers who want to WFH after COVID-19.

  • Enhanced Awareness about Cost-Savings

There is no questioning the reality that a lot of business expenses can be saved by working from home. Without thinking about geographical coordinates, it can also help companies communicate with successful employees! If you own start-up business, it could be helpful to recruit remote freelancers or full-time staff. So you will not have to hire office space and furniture for your team. For you, it can be a viable cost-saving option. Organizations might also consider recruiting workers as part of an independent contract, rather than conventional hiring practices. This could save a lot of needless expenditures as well. Hiring becomes very inexpensive and realistic when you choose to wfh especially if you are a small business owner.

  • Increase in WFH Employees

Around 3.6% of the U.S. workforce operates from home, but approximately 56% is compliant with remote work. The numbers were relatively poor in the past, but this community would undoubtedly see an increase in the post-COVID period. According to a report, nearly 25 to 30 percent of the U.S. population will do WFH after COVID-19.

  • A decrease in Absenteeism and Employee Leaves

Sick leaves and other leaves are more likely to be taken by office staff. Hiring remote staff decreases their risk of taking as many leaves. The staff can operate on a flexible basis from home. Leaves can also get resolved when an employee works at home because of childcare problems. In other words, recruiting remote workers would lead to less absenteeism, which will increase productivity. The idea of working remotely is beneficial to married women and mothers. They can better balance office work without thinking about meeting their family obligations.

  • Improvement in Employee Retention Rate

It has been found that recruiting remote staff increases the retention of employees and decreases recruitment costs. It takes a lot of money and time to replace an employee with a new one. To achieve the necessary productivity levels, you will have to train them, which takes considerable time. Besides, the greater the preparation and experience needed to do a job, the greater the cost involved. But the use of remote working facilities will help minimize this cost. More flexibility comes with WFH after COVID-19, which makes it easier for workers to cope. Finally, this aids in employee retention. Businesses should look forward to an excellent retention rate, which is a big challenge for many businesses worldwide.


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