To answer that question, we need to look at what has to change from an employee point of view. One thing that’s going to change completely in this entire environment, because of the fact that you want to start remote efficiency management. There is going to be a need to relook at job functions themselves, the levels within these job functions and ultimately build from there.
So what we typically see is that the higher up you are on the gravy chain ladder, the more mature you are to work remotely on your own, as opposed to the lower level employees, because they need guidance and because they are of a certain education level and certain skill level. The need to manage them becomes a bit more as opposed to the managers, because they know what has to be done.
What we are finding is the higher you go up in the level of employees, the more efficient they become. Remote working tends to work very well in their favour.
So what we find is that there is going to have to be a swing in how you actually incentivize and measure employees’ performance.
Irrespective of where you fit in from a position point of view, it’s going to get a bit more difficult when you start looking at areas where you need a lot of collaboration. So if you are in a team that needs to work very closely with each other the majority of the time, you will find that working from a remote location will decrease efficiency, as opposed to complimenting job functions by working close to one another. There is no substitute for overhearing discussions that have relevance on your outputs or your input to that discussion.
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