We’re all coming to grips with the knowledge that the typical workplace of the past century will likely never be the same again. Driven by the worldwide response to the COVID pandemic, what started as a small, but building movement toward embracing remote work and remote-only positions pre-COVID, has now become a veritable flood.
Now, estimates show about 25 to 30 percent of the global workforce is working remotely in 2021. Meanwhile, current estimates say about 22 percent of employees, representing over 36 million Americans, will work remotely by 2025.
While employers and employees seem mostly positive about the shifts, the logistical changes of the new work-from-home world have certainly made life more difficult for some beleaguered groups, including company human resources reps.
Facing those new challenges, services like Remote are building a comprehensive answer for helping companies handle the new realities of not only employing workers who live and work outside their city or state, but even outside their own country.
BACKGROUND: THERE’S A DOWNSIDE TO REMOTE WORKERS. JUST ASK H.R.
Remote workers create some big benefits for many companies, including lower overhead costs, a wider potential talent pool, and generally happier employees. But as with any change, convenience for some often means extra work for others.
How do you welcome new workers into a company, its culture, and procedures if that worker doesn’t ever set foot inside your building? That’s the dilemma today’s managers and HR pros face. There are loads of documents to be signed and processed to get a new employee onboard. There’s training and other intake issues to consider. And as most employees’ first significant contacts with their new company, the interpersonal relationship with a manager or the company’s HR pro are invaluable in helping newbies acclimate to their new work environment.
But faced with the new realities, many companies are finding themselves ill-equipped to handle those needs online. Not all paperwork is ready in an electronic format. Training materials aren’t always in place to help get a new worker up to speed digitally. And without the expertise and calming influences of a helpful and available manager or HR rep nearby, there is a chance a new hire could sink before they get the chance to swim.
ANALYSIS: REMOTE HANDLES EVERYTHING WITH OFF-SITE WORKERS, EVEN IN FOREIGN COUNTRIES.
An all-inclusive platform like Remote can keep that from happening. With Remote, companies can avoid most of the hurdles that trip companies up in dealing with remote employees.
A new hire only has to log into Remote and they’re presented with a desktop that guides them through the entire onboarding process. Paperwork needing to be signed? Just run through the self-serve checklist and all the personal details, emergency contacts, banking information and more get squared away. That includes all the payroll and benefits documentation too, all accessible to both company and worker right through the platform.
Once a new remote employee is in the fold, Remote remains an incredibly important point of contact between the company and the worker. Remote employees can submit expenses and time-off requests, as well as view payslips online. Meanwhile, managers can handle promotions, salaries, and even add incentives all from a platform accessible to all 24/7/365.
But perhaps Remote’s biggest advantage kicks in when firms decide to take their employee pool global. Rather than forcing a local team to jump through hoops learning international labor and taxation laws, Remote handles everything. In fact, Remote is officially the employer of your worker, maintaining business entities in their home countries with dedicated HR and legal experts to guide companies through the nuances of hiring in each nation.
That includes everything from paying international workers in their home currency and balancing cultural norms to the big one: settling tax and labor laws to streamline the entire process.
OUTLOOK: CHECK OUT A DEMO OF THE REMOTE PLATFORM NOW
Remote is designed to benefit businesses of all sizes. That flexibility has already put Remote on the payroll of a handful of growing companies, including Arduino, GitLab, Loom, Paystack, Lifelink Systems, and more.
For businesses interested in using Remote to help service their remote workforce, they can head over to the Remote website and request a demo of the platform to get a feel for all of its advantages. Right now, new members can also save up to 50 percent off the cost of Remote’s global employment features for the first three months with their first international hire.
This is a sponsored post written by an affiliate partner and not necessarily the views of The Debrief and its editorial team.