The ideal of Teleworking emerged 50 years ago, during the oil crisis, as a way to reduce the use of non-renewable resources, but it has been in the wake of the Covid-19 pandemic, in recent years, that it has really begun to be implemented in a more horizontal way in all sectors.
In 2019, remote workers accounted for 4.8% of the working population, while in this casia year and a half about 3 million workers (14.5% of the total according to the EPA) have developed their daily work from their homes, at first by government imposition, in recent months by health precaution.
One of the great benefits of this system is the savings in infrastructure and the increase in worker satisfaction motivated by greater autonomy, flexibility, and ease of reconciling work and personal life. For these and other reasons, the most demanded option from ahroa will be the hybrid work model.
In September, most of the staff still telecommuting are expected to return to the office and a large part will need to telecommute for a few days to improve the reconciliation with their private lives, aware of benefits that they were unaware of before the pandemic.
Face-to-face incorporation must take place in a staggered manner. Either with some workers or with a few days, but not a total return from day one. This, at the employee level, is especially relevant to also disconnect from work at home.
It is not convenient that the first day does absolutely all the hours of face-to-face work, but that the day is divided.
More than ever, we are beginning to talk about multipurpose offices, a model that was already used by many multinationals in our country, imitating Silicon Valley and consisting of spaces without defined stalls, except for some offices. Now the same companies, referent have chosen the hybrid model as their option of present and future in which the workforce combines remote and face-to-face work.
Not only the large technological multinationals can adapt to this new work scenario, the national ones and also the SMEs can take advantage of this new context to optimize their resources to the maximum. The management of hybrid teams with 100% digitized solutions opens a range of possibility that, managed with the right internal policies and the right tools, will mean not wasting a minute, not a single euro.
Regardless of whether or not the business intention is to recover the entire presence, maintaining teleworking as part of a salary policy for employees is in many cases, the right decision to retain talent, and also adjust costs.