- Index hide
There are studies such as one conducted by Prosperity Digital where the poor benefit of going to the office was measured.
studies like “State of Remote Report 2022” They have realized the benefit of working remotely and not showing up at the office.
The home office established very important employment guidelines that today do not disappoint.
Introduce oneself in office It is a premise against which many company collaborators protest in the middle of 2023. A study demonstrates the negative impact on digital employees.
In research What “State of Remote Report 2022”the benefits of working remotely were discovered and they found that 67 percent found flexibility in how they managed their time, 62 percent recognized that they had the freedom to choose their work location and 48 percent recognized that it was better for them financially.
These modern guidelines clash with dinosaur models of employing talent, where forcing employees to come to the office is associated with the idea that they will be productive or justify the income they are paid.
The useless return to offices
The return to offices has been a topic of controversy worldwide, both at a corporate and entrepreneurial level, due to the figures that show the negative impact on talent management, as warned by a study conducted by ProsperityDigital.
The firm applied an investigation among 900 Spanish employees, as well as managers of the digital segment in the Iberian market, resulting in an investigation that measured the utility of appearing in the office.
From this research it was concluded that 81 percent of professionals would resign from their digital position if they had to return to the offices, while 58 percent said that they are more productive when working remotely and only seven percent accepted. who is productive but in the office.
For companies that do believe in remote work, estimates from platforms such as Crehana They advise what recommendations can be applied among talent to help improve their results.
The first recommendation is that objectives or goals should be set jointly, so that they can be met in short periods of time. Another recommendation is to motivate collaborators to prioritize their activities, in this way it is possible to identify which tasks are urgent to fulfill and which deserve more time to be delivered.
In another recommendation, accompanying to say that it is not essential to not accept projects or responsibilities that cannot be fulfilled, due to the current employment load.
One of the measures of performance within remote work is time online, so periods of disconnection are crucial to be able to motivate productivity, distributing work time well and helping talent to have spaces for leisure or entertainment.
Knowing how to ask for help is another of the recommendations that are made for talent, so they must know how and when it is possible to ask for support, by constantly listening to the talent’s needs.
The opportunity to work remotely has become, for many, a labor hallmark and a resource that helps to be more productive in the objectives that are achieved. To achieve these results, it is essential to have measures, which without a doubt help to take advantage of the resources at hand and, most importantly, determine the ability of brands to grow as centers of talent and its growth.