In this article, we analyze the experience of companies in relation to remote work.
Costs of teleworking
To begin with, companies evaluate the costs that remote work can entail for them. At this point, a distinction must be made between economic costs and human costs.
Economic costs refer to administrative costs related to the bureaucracy that must be complied with in each country, but also to the costs of equipment and its maintenance, the teleworker's travels, etc. In addition to this, there are human costs, and in this case, we refer to the organization of work and teams, task monitoring, and a greater effort in caring for the worker, which must be done remotely.
Lack of information on company obligations
Companies also recognize that they do not know the procedures they must follow with the corresponding administrations to guarantee their employees' telework. Similarly, they have no idea what measures they must incorporate or change with their employees.
Competitiveness will be determined, in large part, by the size of the company. Thus, small companies sometimes see teleworking as a threat to them. With this possibility, larger companies more familiar with working with remote teams can offer better conditions to teleworkers.
Likewise, teleworking can be interesting for companies that want to open up new markets, both nationally and internationally. Establishing a worker in another territory can help them in this task at lower costs than if they did not have this possibility.