July 24, 2024

Our CEO, Mike Hayes, has a story about his first experience of remote work in 2005. In this case he was handed a laptop and blackberry, and told that Starbucks had wifi. 

Nearly 20 years later times have changed, and certainly the technology available to remote workers has completely transformed since then. However, as remote work has become more and more accessible, now to being a common practice, Mike can recount more recent stories of remote work that range from extreme convenience to extremely erratic. 

Over the last few years technology, and the war for talent, have increased opportunities for professionals to work remotely.  From an operation perspective clearly this makes sense. With great success our managers leverage Lean Six Sigma principles, which clearly align with this practice. As we prioritize reducing waste, remote work allows for waste mitigation in terms of minimum transportation, motion, and wait time for communications. 

As it stands today most jobs fall into one of three categories: remote, on-site, or hybrid. 

The effect of this evolving expectation for work flexibility has increased the burden on management and Human Resources across multiple functions. Policy revisions, team supervision, equity, employee morale, workplace culture, and team building are all under scrutiny as employees vie for their preferred working environment. 

Each work arrangement brings its own set of needs and challenges, necessitating tailored HR policies to ensure clarity, fairness, and productivity across the board. Clear and distinct HR policies for different types of workers can foster a positive work culture, enhance employee satisfaction, and improve overall organizational efficiency. 

Our own Director of Human Resources, Timothy McKenna, says on the subject "In today's working world, it is essential for all businesses to review and explore strategic approaches and HR policies that address the various environments where employees can now work. Analyzing how workplace locations influence HR strategies for remote, hybrid, and on-site roles, particularly in regions with distinct regulatory and compliance landscapes."

Just defining the expectations for employees based on different working arrangements presents a challenge. For on-site workers, there are expectations regarding working hours, punctuality, and physical presence. Policies often include details on attendance, break times, and office conduct. Those working remotely may need more outlined on virtual availability and communication. HR policies may outline online hours and preferred communication tools. 

Of course, communication is always at the forefront of any business working to engage their staff and maintain their quality of work. Here too, we see a divide in what is appropriate for on-site workers versus remote or hybrid personnel. For those in-office it is beneficial to have face-to-face interactions. Policies should encourage in-person meetings and office communication tools. Important information should be communicated clearly and timely through channels accessible to other on-site staff.

In todays working world, it is essential for all businesses to review and exploring strategic approaches and HR policies that address the various environments where employees can now work. Analyzing how workplace locations influence HR strategies for remote, hybrid, and on-site roles particularly in regions with distinct regulatory and compliance landscapes. One of the more popular approaches highlights the advantages of entrusting a dependable partner to manage on-site service roles through a dedicated partnership and HR framework. Collaboration with partner support can significantly reduce the workload on organizations and offer flexibility in navigating the strategic and compliance landscape. This partnership not only enhances operational efficiency but also ensures adherence to local laws and standards, thereby supporting smoother business operations overall. - Timothy McKenna

Remote staff are more likely to utilize video conferencing, instant messaging, and email. They may need virtual check-ins to provide support and address any concerns. Clear and concise written communication helps to avoid misunderstandings for people who are not available on-site. Keeping individuals engaged and informed becomes especially important.  

Even the needs of certain benefits change when human resources must evaluate what is best for on-site versus a remote workforce. Do remote staff require home office stipends or internet reimbursements? Do on-site employees need particular wellness programs or benefits related to transportation? Policies should take into consideration the unique needs of the workforce. However, with such distinct differences in needs, the question of fairness and inclusion is bound to derail the unprepared HR Department. 

It seems the real problems aren’t in simply addressing the new challenges of our hybrid environment but in addressing the ripples of new policy. Our expert, Tim, goes on to address the complexity of the situation by suggesting "One of the more popular approaches highlights the advantages of entrusting a dependable partner to manage on-site service roles through a dedicated partnership and HR framework. Collaboration with partner support can significantly reduce the workload on organizations and offer flexibility in navigating the strategic and compliance landscape. This partnership not only enhances operational efficiency but also ensures adherence to local laws and standards, thereby supporting smoother business operations overall."

In these cases, our BPO staff falls under our own HR policies. This leaves firms free to adopt the best policies for their own valued employees without worrying about the equity of those working on-site under GLC’s own policies. Our HR experts are able to outline the best policies for our own staff so that our clients do not lose resources catering to multiple policies and the risks associated with a divided workforce. 

In this way, we act as an insulator for our client’s Human Resources Departments. Knowledge-based workers are granted the flexibility they need, while the office increases in support and productivity. 

The reality is that businesses are multidimensional, and the needs of employees and partners in different roles, and of varying status are different. There is no one-size-fits-all approach when it comes to complex human resources frameworks. We find that our clients benefit from the simplicity of allowing their own employees to work remotely, while trusting that our on-site support staff will fill the gaps in availability, service, and organization.

 

Utilize a BPO Structure for Your Office