With an increased remote workforce comes increased expectations for quality of remote work experience, and the numbers show that remote work is trending upward. The number of people in the United States who work remotely has increased significantly since 2005, and it’s not without good reason. Remote workers not only widen the potential candidate pool, but some businesses are even finding these workers to be more productive than in-office hires. In a world where the number of current open jobs outnumbers the number of unemployed, access to candidates outside of geographic limitations is sorely needed. In other words, it’s a candidate’s market, and offering remote work options can be both a differentiator for employers as well as a new way to unlock global talent.
While there are many reasons why companies may think it’s time to embrace a more remote-friendly workplace, are they really ready for its reality? For companies considering a move toward a remote-friendly workplace, consider these six key readiness areas that span basic needs and climb up Maslow’s hierarchy to feelings of inclusion and belonging.
1. Culture
Culture is fundamental. If work-from-home (WFH) days are frowned upon, the company is not yet in a place where a remote individual will thrive. In order to hire any new employees remotely, companies should look at how they reward or punish remote work for the current team.
To test readiness, try having half the company work from home on Tuesdays and the other half the company work from home on Thursdays, but keeping all meetings the same. The feedback of the team will reveal cultural readiness, as well as ideas for improving the remote-work experience. Remote work needs to be seen as a key driver in retaining a talented and diverse workforce, not as a perk or excuse to take it easy.
2. Tech Support
It's broadly understood now that a significant amount of interpersonal communication happens through body language, and many high-performing teams are build relationships in informal social settings. Therefore, both must be replicated in a remote workplace. At a minimum, this means ensuring video-conferencing systems and social chat channels are available for teams. There’s nothing less personal than a conference call with its awkward pauses and disconnected facial expressions.
3. Time Zones
When companies offer remote work, they open up access to talent all around the world. While this means access to top talent in various markets, it also means not all team members will experience the same 9-to-5. The best practice is to allow individual employees to establish their own working hours in their own time zone, and that means reworking meetings to times that accommodate everyone’s unique workday.
4. Compensation
For those working in other cities, how will salary bands be defined? These practices vary across remote workplaces, with some companies setting equal pay for equal jobs regardless of location and others setting distinct salary bands based on local cost of living or market rate data. Regardless of the approach, it is critical that companies have a clear and consistent plan as aligned with its business goals.
5. Inclusion
How will remote employees be included? When the company hosts a lunch-and-learn, social hour or holiday party, what is the experience for remote employees? When remote people tune in for a company meeting, is audio/visual equipment ready to create an environment where everyone can see both each other and the material being presented?
Moreover, the workplace norms in one region will vary from another, and companies need to understand what their new normal will look like in terms of creating an inclusive work environment. Remote employees and onsite employees need not be treated identically, but it’s critical that companies create an environment where all full-time employees feel equally valued and included, regardless of their identities and working arrangements.
6. Attraction
Once the business is ready for remote team members, how will they find them? While I see remote job postings without fail get more impressions on job boards than those with specific locations, growing a remote team can be troublesome for those who rely on referrals and local brand presence to fill their candidate pipelines. Companies should be ready to commit to putting resources into building a remote talent brand and engaging in help from talent products and services in the markets where they wish to grow remote.
Remote work is the reality of the future, and if done right, it’s a win-win for both the employer and the employee. While it’s a trend today, it’s likely to be standard practice in the near future, and companies should consider if they are truly ready to attract and retain global top talent in a virtual work environment.
