Johannesburg, 20 Aug 2013
Organisations are battling to source talent to meet scarce skills shortages, and the cost of relocating employees makes this option often unfeasible. One recruitment agent suggests an alternative that offers big benefits to businesses.
The concept of remote workforces is growing in places like America and Europe, says Vanessa Raath from recruitment agency, It's About People.
When this model is implemented effectively, "people are more productive". Raath argues that professionals who work from home avoid the stress caused by the morning rush and the daily interruptions at work. They have the freedom to manage their time and tasks in a way that fits their lifestyle.
In addition, research shows that companies are saving up to 15 working days per annum for each professional that is employed remotely.
Raath isn't the only one pushing this idea. Regus, a multinational corporation that provides office accommodation, says flexible working solutions will characterise the workplace of the future.
In their surveys, Regus has noted that more South African companies are adopting this practice to expand access to talent and help people achieve better work-life balance.
Other incentives for businesses include the reduction of office expenses and the contribution of new skills and insights from previously untapped sources.
While there is much to gain from this practice, Raath stresses that this model is not necessarily viable for every organisation, and employers need to consider the nature and activity of their business.
For this reason, Raath suggests experimenting with the existing workforce. "Do a trial run with professionals who have a good track record and have proven themselves to have a sound work ethic." Employers are advised not to use new recruits or younger staff members during this testing period.
She also recommends conducting the trial over short periods of time. "Test it over two or three days to start with."
Software developers make good test employees as their work is already computer-based and they very rarely need to interact with other staff members, says Raath.
If you are thinking about developing a remote workforce, there are some things to consider before embarking on this path.
Perhaps the biggest challenge is communication. Make sure you can reach them when you need to, says Raath.
Payment methods can be another tricky aspect of remote workforces. Think about whether the salary will be tied to projects or hours worked.
Employers should also consider performance monitoring. Setting measurable targets is integral to the success of the exercise.
Raath says remote workforces probably won't work in organisations that have a culture of micromanagement.
"It comes down to trust."
For more information, visit the It's About People Web site.
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