The world today – especially the one of business – has become so unpredictable that agility has become a critical ingredient for success.

As we discussed in the previous post, organizations need to be FLEXIBLE in order to be relevant in the future.

Interestingly, two big reasons for being nimble are rooted in implementing some type of remote working arrangement.

1. Being operationally prepared for a future of recurring and sudden lockdowns.
2. Offering employees the flexibility they crave around when and where they work.

Change is never easy, but it is coming anyway

Work from Anywhere (WFA) arrangements might be the wave of the future, but many organizations view it as just another fleeting, new-age trend.

Some companies, especially those heavily invested in the traditional, brick-and-mortar office arrangements, might find it hard to implement these remote work concepts.

As with anything else, the way forward is paved with taking small steps: you have to crawl before you can walk, and you have to walk before you can run.

A strategic roadmap broken down into small, palatable milestones will make introducing remote work into your organization easier to digest.

Given the current state of (unpredictable) affairs, a multi-phased roadmap might be the best way to go.  It will allow you to swiftly respond to the unexpected – like sudden lockdowns and to ensure your employees are happy and loyal.

As they say: “change is the only constant” and that is so true right now.

The early bird gets the worm: remote work benefits for the employer

For employees, travel is without a doubt the new fringe benefit.

But…

What will you, the employer, get while your employees live out their dreams?

By being on the forefront of this trend, you can really build a reputation as a “bleeding-edge” company while also inspiring and motivating your employees.

1. Cutting edge gets you forward. Who doesn’t want to be n’sync with the current time? An organization’s willingness to be creative and forward-thinking are attractive characteristics in the eyes of top talent.
2. Employee wellness equals employee loyalty. Prioritizing the happiness of employees is important for minimizing attrition.  Happy and appreciated employees are loyal employees.
3. Aligned incentives foster alliances. Rewarding your top employees with incentives is a win-win for all parties.
4. New perspectives arise from new experiences. Giving employees the opportunity to work from a fresh, new location invariably opens their minds to different ways of thinking and doing. Result: efficiency and creativity booming.
5. Global reputation from your global employees. And no costs of opening an office abroad! Sending employees around the world as ambassadors of your company will also enhance the reputation of your organization.  Be an organization that employees are proud to be a part of and others will be attracted.
6. Growth opportunities from the unlikeliest of places. During their travels, your employees will have plenty of opportunities to network with new people. For you, this might translate into a lot of potential for new business opportunities and partnerships.

The daunting first step: try incentivizing

 

Rome was not built in a day, and neither will your remote-work concept. If you are feeling remote-hesitant, try introducing it gradually – through incentives and awards. For example:

Reward employees with opportunities to work remotely from anywhere in the world for specified periods of time.

Your employees might feel constrained by their annual Paid Time Off (PTO) allotment in achieving their travel dreams.

Therefore, reward them with remote working opportunities to show your appreciation for their hard work and dedication.

For example, you could offer this as a reward annually or for every specified number of years of service. This way, your company will reduce its exposure to the Great Resignation while offering your employees a dream within reach.

Consider paying for the flight and accommodations for the employee too if you want to really boost the drive.

Or instead, offer to pay for such things as an added reward for superior effort on a specified project, objective, or task.

Benefits of remote work, in short

 

Many organizations around the world are talking about this right now. It would be a shame to miss the boat on this “low hanging fruit” so I encourage ALL organizations (not just the remote-hesitant ones) to consider it.

The benefits are win-win:

1. Current and prospective employees will view this as an attractive benefit.
2. The company can leverage it as a great marketing tool for attracting and retaining top talent.
3. Introducing remote work opportunities as an incentive now will buy you some time to evaluate more elaborate options in the future.

On a personal note

I hope you enjoyed this article.  I also hope it got you thinking about how you could introduce remote work in your organization.

Please feel free to share this article with your leadership. Also, let me know if you need any help advocating for this.

I am confident the day will come when all of us can travel AND retain the excitement and thrill of our  career.