With the current situation of the COVID-19, organizations all around the world are considering switching to a distributed team culture and have been literally been forced by the circumstances to try the remote work experiment, at least until the situation normalizes. The safety of employees, especially now, is a top priority and an organization does not need a virus outbreak to conclude that telecommuting is safer.
As a priority to face potential challenges, many organizations are looking for new solutions to help them continue their work as normally as possible, even outside of their work environment. Even now, people are still referring to the entire situation as a disruption to daily business activities, instead of looking at all the benefits of this “experiment” called remote work. Thus, in this article we are going to talk about why do organizations not like remote work?
Reasons why Organizations do not like Remote Work
There are many reasons as to why do organizations not like remote work. Main concerns include managing different time zones, lack of real-time collaboration and interaction, misplacing information or miscommunication, the inability to trust workers, they can’t monitor, limited control over how employees channel their productivity, truly spend their time and create work-life boundaries, a belief that the organization needs lots of extra tools, training, policies, and techniques to manage remote teams etc.
Overall, the switch seems like too big of a challenge for any organization, because it impacts almost every activity of the organization. These disturbances have also created an unnecessary conflict between remote work fanatics and people who don’t even want to consider working from home as a possibility.
Companies are worried that their employees will slack and not be able to create clear-cut boundaries between work and life, and do everything else but work when they really should be focused on their job. Simply, they want their employees to be productive. That’s why they prefer them being in front of their eyes, so they can be monitored. These concerns are all logical though. Why? Remote work is not for everyone. But this is not just about the employees. Remote work also does not work because of mistakes on part of the employer.
Employers allow people to work remotely without giving them the proper training or resources to do so productively and efficiently. Supervisors are untrained on how to properly monitor and manage remote workers. They find it easier to manage someone face-to-face. Some supervisors, perhaps because they feel they must be in control of or don’t trust their employees, are uncomfortable having employees work offsite and being able to watch them.
No organization wants to make their employees’ lives unnecessarily hard. Beyond the obvious–that your job is nearly impossible to do from home–there is another major reason why do organizations not like remote work: infrastructure. There’s a lot of efforts to be made to support employees doing their jobs from afar. Success boils down to their culture, technology setup and management structure.
Some businesses are simply reluctant to devote resources to prepare for sweeping change. Many managers find it very difficult to manage remote workers, by face time and lots of reporting in quick meetings. They assess contribution and effort by knowing you get in early and leave late. Because of their lack of skill and resources, they choose not to offer or allow remote work, or even schedules that are a little flexible.
The spread of the coronavirus is likely to push more organizations to test remote working over the coming time. Yet studies suggest that there are, in fact, many more benefits of remote work, not least for staff retention and recruitment. Remote workers are more likely than on-site employees to be planning to stay in their jobs for the next five years, according to a new survey.