Many businesses are looking to cut costs as the economy faces a recession, but some enterprises may be ignoring one of the most effective ways to cut fat while increasing productivity. embrace remote work,
the power is in your hands
We know the Mac, iPhone and iPad are watching Increased deployment across the enterprise, We also know (because IBM, SAP and many companies tell us) that businesses adopting Apple Kit also see lower overall cost of ownership and lower technical support costs. employee choice makes a big profit,
We also know this because employee surveys tell usRemote work is popular among workers who truly value a better work/life balance and the benefits of giving up commuting hours. They spend this time connecting with pets, friends, and families, which makes them more motivated (and more emotionally ready) to focus on work time.
Given the choice, most workers don’t want to return to the office full time,
In 2023, we will see more businesses embrace the enormous benefits waiting to be unlocked by fully adopting hybrid/remote working.
a new development paradigm
Think about expansion, for example. A business that wants to increase its workforce always faces problems in finding the right office facilities for the employees. Not only that, but once an office space is chosen, it is almost inevitable that some existing employees may find it difficult or impossible to get involved, leading to increased staff turnover and dissatisfaction.
Hiring new employees to replace those who depart usually exposes a company to additional expenses (not just recruitment costs) in addition to the cost of office facilities. And that’s before you consider what a huge reduction in travel costs that could be.
For companies looking to cut operating costs, adopting remote working means you can cut back on office expenses while maintaining a full staff complement.
These companies reduce real estate expenses, get access to the best employees from around the world global talent pool, and end up with employees who want to be productive as they enjoy autonomy and more time for their families.
Embrace the Management Challenge
Over the years, we have learned that managing remote teams Demands somewhat deliberately. Yes, it’s good to bring employees together to create collective responsibility, but there are better ways than forcing people to sit at desks in the same room all day.
Lots of experimentation has been done and I’ve learned a range of different ways to build team spirit – for example:
- Some companies offer “office-as-a-service” arrangements, in which employees are free to work all day if they wish, or go to use key resources such as dedicated meeting rooms and a better printer. .
- Other companies take employees out on vacation days to build team cohesion.
- Still others encourage employees to spend informal time together during work hours, focusing on building relationships rather than getting work done.
- Another approach: If one member attending a team meeting is doing so via video, so do all team members—even if they’re sitting at a desk to do so. In this way, companies try to break down the unspoken hierarchies that sometimes make meetings debilitating.
But meetings should be focused, effective, and worth the attendees’ time. There’s no point in insisting on all-in-person meetings if everyone doesn’t get a chance to contribute, or must attend meetings that aren’t relevant to them.
If you don’t need to be there, you shouldn’t be made to be there.
As business evolves into the new model, the battle between observation-based presentation-based management and goal-based management continues.
You can look at it this way: A presenting manager might see an employee reading a newspaper in the office and assume they’re not working. But the observation is flawed. That employee may be reading a piece about a customer prospect, or may be taking a little time off while trying to focus on developing a new strategy to achieve a business objective.
The lesson is that even traditionally in office workplaces, management needs to lean toward goal-based management, not observation-driven feedback.
The move toward surveillance-based technologies to manage remote workers is both anachronistic and disastrous. Employees hate it because it invades their privacy and their sense of peaceful enjoyment in their homes. It is far better to trust employees and manage by results.
It doesn’t matter how many emails they send or how many hours they spend with their fingers on the keyboard, what matters is how many agreed goals they achieve. In any case, employees are smart, and if you want to hire the most motivated people doing what’s best for your business, you don’t spy on them, you trust them and evaluate them based on results. Let’s do justice. Fail to do so, and they’ll be gone.
eternal security challenge
There is always a fight to protect enterprise security.
We know (partly because we’ve written about it) that enterprise security is under attack. The challenge when handling remote employees is that they are vulnerable traditional security perimeter, we know that companies in space Huh working to secure those endpointsand we know that managed devices already provide good protection. This will improve throughout the next year.
But while even a small business can sign up for a device management service With little or no cost to secure your devices, the security argument for keeping information inside four walls is diminishing. and given Apple’s devices (while not perfect) remain Most secure of platformsThere is no doubt that providing autonomy through employee experience, from What do you use to work where do you sit Coming to work, it will provide security advantages to any company brave enough to adopt it for years to come.
This is definitely a winning formula. That’s why we’ll see more, not less, remote work in 2023 – and Too many Apple devices in business,
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