Tips for Transitioning to a Remote Workforce Permanently
Many companies, like engineering firms, transitioned to a remote workforce due to the global pandemic in 2020. These companies realized a remote workforce is a viable model to continue for the long term. While there are details to work out, like staffing payroll services for remote workers, the possibilities are promising for more companies to benefit from a remote workforce model.
As a staffing agency, Advastar understands the challenges employers face in moving to a remote workforce model, and we are here to help.
The Benefits of a Remote Workforce Model
Employees value the option of working remotely. Studies have found that the average worker is willing to accept 8% less pay for the option to work from home. This is an indication that employees associate monetary value with the flexibility offered in remote models.
Also, with a work-from-anywhere policy, employers add even more value to employees by granting geographic flexibility. Advastar helps with this, as our database of engineering professionals comes from many areas. The benefit to the employer is access to a wider net of talent.
Studies show that workers’ output increases by 4.4% when transitioning to a work-from-home model. It’s important to consider that the quality of work does not decrease. Consider that a 4.4% increase in productivity equates to $1.3 billion in added revenue to the US economy, and it’s evident that work-from-home models are beneficial.
Another benefit of remote business models is an overall decrease in cost. With less office space to rent, employers save money.
With these benefits in mind, what are the best ways to transition to a remote workforce model?
Understanding What Roles Work Best for Remote Work
First, when employers evaluate remote work models, they need to ensure it works as far as employees’ roles. None of the positions within your company may be suited to remote work, or you may find that a certain percentage of them are perfect for it. The approach is best if reviewed by job segments rather than implementing a remote work model for an entire company.
Setting Clear Expectations for Remote Workers
One of the most significant issues employers encounter when transitioning to remote work is that they don’t effectively set, communicate, and manage expectations. It’s essential to establish clear communication and expectation guidelines for a remote workforce to be successful.
Since remote workers are independent, a set reporting system is a good choice. It might be a weekly report, video meeting with their supervisor, or a combination. Whatever works best for your organization needs to be communicated clearly to your remote work team. Additionally, success metrics need to be set upfront and communicated with the remote workers. Whether these are individual performance goals or company-wide measurements, remote workers must know the expectations.
Compensation and Staffing Payroll Services for Remote Work Teams
Most remote workers pay for their own internet connection and their computer or laptop. Employers typically pay for the software and cloud-based tools used, but depending on the situation, you may need to create a budget to help employees set up remote offices with the equipment they need.
Companies are also required to reimburse remote employees for work-related expenses, including workstations employees create at home. One way to cover the costs of setting up remote workspaces for employees is to provide a stipend.
Choosing a company like Advastar to manage staffing payroll services eases the burden on internal resources. The result is a streamlined pay system that saves your organization even more money.
Consider Doing a Test Run with a Remote Workforce
If remote positions are still new to your company, consider doing a test run. You can select a department or even a few individual employees to work from home for a preset amount of time. After the trial period ends, you will have some metrics to determine if the remote workforce model works for specific individuals or teams.
Safety and Security for Remote Workers
Cyberattacks and breaches continue to be a problem for businesses. They become even more of a risk with remote work teams.
Start by including guidelines in your remote work policies as to how employees are expected to maintain security. Be clear and definitive, so there’s no room for confusion. Many employees don’t understand cybersecurity risks, particularly when they work from home.
It’s best to include security training as part of the steps you take to move toward a remote environment.
Many companies find that using two-factor authentication works well to manage potential security issues with remote workers. Two-factor authentication requires using several layers of security before an employee can access specific documents or information.
Choose tools that allow enhanced administrative controls, so employees can access only what they need, and consider using applications to monitor data transfers and usage.
How Advastar Can Help
Due to the nature of our work, we are experts in managing remote workers. Advastar can manage remote contract workers effectively and provide staffing payroll services. The results save your organization time and money while easing the transition to a remote workforce.
And we tailor our services to meet your needs. Contact us to learn more about the staffing services we offer as you consider transitioning to a remote workforce model.