Currently, every director of a small firm or a large enterprise is acutely aware of the lack of highly qualified specialists. Where can I find the right staff? You need to look beyond the office and announce the search for employees outside the office location.
The market for remote work is changing. Managers, programmers, designers and other remote employees are less willing to sit in offices, but they are not ready to freelance on a warm overseas beach.
Igor Stolyarov, the director of the group of companies “CPC” tells about the appearance of middle managers who do not work in the offices.
- Our marketing director, a professional with almost 20 years of experience, who spins a large federal network of travel agencies, happens at the office once a week and works on a project basis.
- Two of his staff appear on the workplace three times a week.
- Approximately in the same mode, the lawyer also works.
- Our PR director, who previously headed the communications service of a large holding company, I saw several times in my life.
Who are the remotes?
A lot of middle managers, behind them years of successful work in powerful companies and interesting projects implemented. And they do not want to work anymore in full-time offices, regardless of the proposed schedule.
They are quite old for a crazy beach break and ocean surfing, and are too young to retire. They are not burdened with families, they are not poor, but they are not too rich to do anything. With all the will and readiness, they agree to work only on their own terms.
The basic condition is a certain balance between work and personal life. This condition is slowly but surely coming out in top requirements for all categories of applicants. But there are others who do not dwell on this condition. They want to dispose of time at their own discretion, giving the work a certain, established by themselves, gap. Regardless of what they do in their free time – education, family, sports or just a dream before lunch, they want to work in a free schedule, partially or completely remotely, or projected with clearly stipulated terms and tasks.
They are ready to give up big money, insurance and medical support, compensation of sports expenses and free lunches from the company in favor of remote employment. They do not even try to get into the state.
How to work with them?
For employers, an increase in the number of remote workers is an excellent news. The main thing is to know how to work with them.
Vladimir Dybenko, director of aog.jobs, says from experience that remote employees are often more productive than those who work full-time. Why is that? First of all, because of the reduction of time spent on the road and lunch. Remote employees do not get stuck in traffic. They save personal time and are less stressed. An indispensable condition for a remote employee is a high-quality Internet. It is necessary to ensure its availability during working hours in order to respond quickly to working situations
Many articles have been written about the transfer of employees to a remote job. This includes saving on the workplace, increasing the loyalty of employees, and even reducing the number of hospital employees. And the main advantage for an employer is the opportunity to hire an excellent specialist for a lower cost, or to pay for a certain job in a limited time, without holding an employee permanently in the state.
With part-time employment, you can expect savings of about 30%. However, several aspects of this work need to be understood.
- Remote employees are unlikely to be relevant for large companies, but they will be perfect for developing small or medium-sized businesses.
- It is impossible to remotely manage production, construction and other similar functional areas.
- Good specialists rarely fall into the bases of employment agencies. There are separate agencies that specialize in the selection of remote employees, such as aog outstaffing service, but mostly they are found through familiar or social networks.
- Not every manager can find a common language with a remote worker. This can be especially critical for those who like to control all processes step-by-step. Remote specialists are self-sufficient, are inclined to make decisions independently, are ready to defend their point of view and are not afraid to lose their jobs.
How to reduce risks?
The selection of candidates should be very thorough, especially if a person has to single-handedly close an entire functional block. It is necessary to have personal recommendations, and ideally if you once worked together or at least crossed over the work.
It is necessary to pay attention to the personality and self-motivation of the employee. One person who has good internal discipline and results orientation can effectively work on a one-time project. It is also important to understand the reason for striving for remote work. After all, in 90% of the remote worker will be effective, if this is his personal and conscious choice.
It is very important to put clear KPIs and deadlines. It is necessary to discuss all the nuances most carefully, because it will be easier to achieve the required result.
When a person works on a specific project with agreed deadlines, an renewable contract will be an excellent guarantee each month. If it was a person on full employment, such a scheme of work would be very unprofitable, but within a certain period of up to one year – is fully justified. If something goes wrong, the contract is simply not renewed, and in the worst case, the monthly salary is lost.
It is necessary to specify the time of communication. Initially, it can be a link during the working day or at certain times. At the same time for you it does not matter when he performs the tasks – at least in the morning, at night.
Be sure to agree on weekly reports. To do this, Skype or other programs for quick messaging and making video calls are suitable. To work with documents, Google Drive is required. Here, all the reports, achievements and contacts of a specialist, because this is the property of the company.
Do you like everything described above, but you are not yet ready to put it into practice? Invite existing employees to work at least one day a week in this mode. You will be able to assess your readiness for this format of work, and employees will appreciate your trust.