“Remote organizations must prioritize security measures to mitigate potential risks and safeguard sensitive information” – Christopher McNamara, Chief Revenue Officer, Remote

Please emphasize the role distributed workforce plays in today’s age of remote work.

As technology continues to advance and global connectivity improves, organizations are realizing the benefits of having a workforce that is distributed across different locations, rather than being confined to a centralized physical office.

This approach, which is becoming popular in today’s age of remote work, means that organizations can tap into a vast pool of talent from around the world. Geographical barriers are no longer a constraint, allowing companies to hire the best individuals regardless of their location. This opens up opportunities for diverse perspectives, expertise, and specialized skills that may not be readily available in a single location.

A recent survey sponsored by Remote found that in the Asia Pacific region, nearly half of companies plan to hire 20-30% of their remote workforce (including employees and contractors) from other countries over the next 12-18 months.

Distributed workforces play a pivotal role in today’s world of work. They enable organizations to access top talent, enhance flexibility and productivity, reduce costs, ensure business continuity, promote sustainability, boost employee satisfaction, and embrace global perspectives. As the modern work landscape continues to evolve, embracing the distributed workforce model can provide organizations with a competitive advantage and pave the way for future success.  

What are the advantages of adopting a distributed workforce?

Embracing a distributed workforce allows companies to tap into a diverse and extensive talent pool. Instead of being limited to a specific geographical area, organizations can hire the best talent from around the world.

 Access a larger and more diverse talent pool to find specialized talent for hard-to-fill roles.

Reduce your operational costs, as you can save on office rent, utilities, equipment, and travel expenses. You can also optimize your payroll and tax compliance by using an employer of record service like Remote.

Boost your productivity and performance, as you can offer your employees more flexibility, autonomy, and work-life balance. You can also leverage different time zones and skills to deliver faster and better results to your customers.

Enhance your culture and engagement, as you can foster a sense of trust, collaboration, and belonging among your remote employees. You can also create a more inclusive and diverse environment that values different perspectives and backgrounds. 

While working remotely, how do remote organizations deal with security concerns?

Working remotely is here to stay. In reality, according to McKinsey, nearly 90% of people take advantage of opportunities to work flexibly. The security hazards associated with remote employment are numerous, though. Businesses must be mindful of the danger of becoming victims to cybercriminals who are leveraging the trend to spread malware, forge user credentials, and steal data from unprepared networks.

Remote organizations must prioritize security measures to mitigate potential risks and safeguard sensitive information. Here are some key strategies and practices for addressing security concerns while working remotely:

  Strong authentication and access controls: Implement robust authentication mechanisms, such as multi-factor authentication (MFA), to ensure secure access to company resources and systems. Enforce strong password policies and regularly educate employees on best practices for creating and managing secure passwords. Employ access controls to limit access to sensitive data and systems based on the principle of least privilege.

Secure remote connections: Encourage the use of virtual private networks (VPNs) to encrypt internet connections and provide secure access to company networks and systems. VPNs create a secure tunnel for data transmission, protecting it from unauthorized interception.

Endpoint security: Remote workers’ devices should have up-to-date security software, including antivirus and anti-malware solutions. Regularly patch and update operating systems, applications, and firmware to address security vulnerabilities.

Data protection and encryption: Emphasize the importance of data protection by encrypting sensitive information both in transit and at rest. Utilize encryption technologies for email communications, file storage, and collaboration platforms. Encourage the use of secure file sharing services that provide end-to-end encryption.

By implementing these security measures and fostering a culture of security awareness, remote organizations can effectively address security concerns and minimize the risks associated with remote work. Regular evaluation, testing, and adaptation of security measures are also crucial to ensure ongoing protection in an ever-changing threat landscape.

What are the most consequential issues that an employer should consider when determining its post-covid-19 remote work policies?

In recent years, there has been a growing demand among employees for greater flexibility in their work arrangements. This desire for flexibility can stem from various factors, including work-life balance, commuting concerns, personal obligations, or even individual productivity preferences. Some employees may prefer to work remotely full-time, while others may seek a combination of remote and on-site work. By accommodating flexible work arrangements, employers can benefit from increased employee satisfaction, improved retention rates, and access to a wider talent pool. Remote work policies are no longer solely within the purview of human resources departments. They have evolved into strategic considerations that impact multiple facets of an organization.

Recognizing this shift is crucial for employers. Here are some key areas where remote work policies extend beyond HR:

Technology and Infrastructure: Implementing remote work policies requires robust technological infrastructure and support systems. IT departments play a crucial role in ensuring employees have access to secure networks, remote collaboration tools, and reliable communication platforms.

Operational Considerations: Companies need to adapt their procedures to accommodate remote work, including task allocation, project management, and team coordination.

Management and Leadership: Managers need to be skilled in remote team management, establishing effective communication channels, tracking progress, providing feedback, and fostering team cohesion.

Companies that offer remote work options are more likely to attract and retain top performers. Embracing remote work also enables individuals with physical disabilities, caregivers, and those who live far beyond the commuting distance of the office to join the team.

By recognizing that remote work policies extend beyond HR, organizations can take a holistic approach to create a supportive and flexible work environment that meets both employee needs and business objectives. This requires collaboration across various departments and a thorough understanding of the operational, technological, cultural, and legal implications of remote work.

Is there a threshold to determine when working remotely (from home or otherwise) requires local rules to apply?

Whether the work is done remotely or not, employers must always remain compliant with all applicable laws and regulations, such as rules about work hours, holidays, sick time, and more.

 If the remote work is being done across borders, then there are significantly more considerations that must be taken into account. These include the employment laws and regulations in both the employer’s jurisdiction and the jurisdiction where the remote employee is based; tax implications for both employer and employee; and ensuring the employee has the legal right to work in the country where they are located. Companies can manage these risks and costs by working with an Employer of Record (EOR), who are set up to help businesses employ people internationally.    

Do you anticipate a rising trend of employers hiring remote workers as opposed to managing office-based employees who subsequently go remote?

The COVID-19 pandemic has accelerated the acceptance and normalization of remote work. Many organizations that had previously been hesitant to embrace remote work were forced to adopt it as a necessity. Now, more and more companies, which are fully remote like ours, are choosing not to open offices and to go remote-first from the outset.

Opting for a fully remote workforce right from the start gives a company the ability to achieve the full benefits of distributed work from the start, rather than achieving only partial benefits or needing to transition at a later point. They can tap into the global talent pool and hire without geographical constraints right from the beginning of their company and accelerate its growth even faster.

Building a strong sense of team and fostering employee engagement is crucial when managing remote workers. Employers should invest in virtual team-building activities, online social interactions, and opportunities for remote employees to connect and collaborate.

This also enables the company to establish an intentional, inclusive global culture where remote work is not just a temporary or secondary option but is deeply ingrained in the company’s culture, operations, and workflows from the very beginning.

What practical issues should employers bear in mind when considering remote hiring?

When considering remote hiring, employers should be mindful of several practical issues to ensure success. Here are some key considerations:

Legal and compliance: Employers should be aware of all the legal and compliance requirements. This includes understanding the employment laws, tax regulations, benefits, and data privacy laws in the remote worker’s location.

Time zone and communication challenges: If you are hiring a team that spans different time zones, employers need to consider how to facilitate effective communication and address potential challenges arising from time zone differences. Working asynchronouslyis one of the most effective ways to operate in a remote environment.

Onboarding and training: Remote onboarding and training processes should be well-structured and tailored to remote employees. Employers need to establish effective methods for virtual onboarding, providing remote-specific training materials, and ensuring new hires feel connected and supported.

Performance management and accountability: Establishing clear performance metrics, goals, and expectations is crucial for remote workers. Employers should have mechanisms in place to measure and evaluate remote employees’ performance, including regular check-ins, feedback sessions, and performance reviews.

Team culture, collaboration and cohesion: Building a sense of teamwork and cohesion among remote employees is important. Employers should foster opportunities for social interaction and utilize collaboration tools to facilitate effective remote collaboration and engagement.

Employee well-being and support: Remote employees may face unique challenges related to work-life balance, isolation, and burnout. Employers should prioritize employee well-being, offering resources for mental health support, promoting work-life balance, and fostering a supportive and inclusive remote work culture.

Cultural and diversity considerations: Remote hiring allows employers to access talent from different cultures and backgrounds. Employers should be mindful of cultural differences, adapt their communication styles, and foster an inclusive work environment that values diversity.

By addressing these practical issues, employers can create a conducive environment for remote workers and set them up for success. It is important to continuously evaluate and refine remote work practices based on feedback, lessons learned, and evolving needs to optimize the remote hiring experience.