How to get the most from remote working, POST-Coronavirus?

6th May 2020


The novel Covid-19 pandemic has led to a wave of home working across the world.


Some of our clients who might otherwise have been slow to encourage home-working - for whatever reason - have found that it is both possible, and often a very positive experience for both managers and employees alike. Of course, this success is largely driven by the abundance of technologies that facilitate everything from file-sharing and online collaboration, through to remote meetings and online communication.


Some of our clients - and candidates- have shared with us how they are planning to continue getting more from home working going forward when Covid-19 has passed:


Our Clients feedback:

1. Recruiting candidates with home working in mind

Most of today's candidates are able and willing to work from home, especially in tech fields, so angling recruitment to access this flexible, skilled audience. You may find you widen your pool of talented candidates by offering the option (or requirement) to work from home, especially if you are also prepared to offer part-time or flexible hours.


2. Equip their homeworkers with the right tools and technology

Home workers will need the right laptops, broadband connections, software, and other essentials to work from home, so investing in the right equipment to get the best from the experience.


3. Choosing the right model

Homeworkers don't need to work at home 100% of the time. Consider a blended model, whereby employees can come into the office on certain days of the week or co-work in business spaces.


4. Getting policies in place

Being clear on what home working policies are to manage them effectively. Covering important angles such as responsibilities, security, working hours, flexibility, and so forth.


5. Prioritizing communication

It can be hard to create a sense of team with remote workers, so prioritize good communication with regular newsletters, phone calls, video or face-to-face briefings, and so forth.


6. Bringing people together

Creating work and social opportunities for teleworkers to come together. This will allow them to build relationships with their teams and to feel more engaged with your business.


7. Valuing homeworkers

Putting reward and recognition packages in place that show you value your homeworkers in the same way as your office-based team. Including them in celebrations and taking the time to thank and recognize them for a job well done.


8. Quantifying the benefits

Regularly quantifying the results of having a home working team, using models that allow you to compare costs against outcomes and quality measures.


For homeworkers:

Recruitment may increasingly include the requirement or the opportunity to work from home going forward. So it is important in being prepared to work in a flexible way and to embrace a better work/life balance. If you can negotiate flexibility on your working hours, for example, or agree to work in the office for a day or two a week to get to know your team and to really integrate with the business, the experience could be a rewarding one.


You will save money without expensive commuting costs and the costs associated with having a full working wardrobe, eating out, and so forth. At the same time, you will save hours without needing to commute each day and enjoy less stress as a result.


Supporting Recruitment in Post-Coronavirus era:

At Silicon Valley Associates, we have long seen a growing demand from candidates, and now companies, that wish to expand in Hong Kong - including a growing number of non-US tech businesses. We have already started to see signs of recruitment in Hong Kong changing to include greater home-working and flexibility which can greatly benefit businesses and employees alike when managed correctly.


Whether you are looking for skilled tech candidates or seeking your next role in the industry, please contact us to find out more.

 

 

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Silicon Valley Associates is ideally positioned to support the continual demand from tech companies and IT Departments looking to hire in Hong Kong, Asia, and Worldwide. Please let us know if you would further advise on the above topic or your hiring needs

 

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