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In this post-pandemic world, there is a tale of two firms. Some firms are experiencing amnesia and still requiring their employees to work in a traditional office, while other firms are embracing the possibilities of virtual workspaces for their employees. Of course, the nature of some firms prevents distant work, reminiscent of manufacturing or service firms.
But if distant work Is there is the potential for firms that adopt a distant work approach to thrive with great talent potential, diversity and profitability.
Transition to a fully distant work model
We can draw necessary lessons from the experience of the e-commerce platform Shopify, which successfully transitioned to a completely distant working model. Shopify Transition The transition to completely distant work began before the pandemic, but since March 2020 the process has accelerated and has transitioned to completely distant work.
Shopify steadily modified its company policies to accommodate distant work. It created best practices for building effective distant teams and how teams work together, and issued standard equipment to all employees. Shopify set boundaries for work-life balance at home to avoid worker burnout, and introduced collaboration tools to remain connected with customers. It communicated intentionally to maintain projects moving forward. AND communicating to build trust are two pillars of effective worker engagement. Now that Shopify has transformed, it sees itself as more agile to its customers’ needs and more attractive as an employer, each in terms of hiring and retaining employees.
INS Global’s Path to a Borderless Workforce:
As CEO INS GlobalOur experience building and optimizing a distant workforce was different than Shopify’s. We’ve been operating at least partially remotely since we began, and the Covid-19 pandemic has been an additional catalyst for increasing our distant workforce. Today, our company has physical office locations combined with a distant workforce, allowing us to serve our customers’ needs in a truly global way.
As distant work became more popular at INS Global, we began standardizing internal processes and ways of working that integrated digital collaboration and teamwork. Collaboration tools like global quick messaging platforms and shared Kanban-style project boards were essential to streamlining workflows with people in different time zones and countries. We also established regular, recurring touchpoints with teams to share best practices and ongoing skilled development with each region and function. While our home bases are spread across the globe, we complement our virtual tools with annual in-person meetings to remove any potential barriers which will exist between distant staff.
The undeniable advantages of distant work
INS Global offers HR services to firms seeking to hire internationally, and as a leader, I naturally recognized the value of getting employees situated around the world. Like the clients we serve, distant work has exponentially expanded the talent pipeline our company can fill. We have the advantage of with the ability to source and select the best talent, and then offer regional compensation packages that are highly competitive.
Beyond the HR advantages, we’ve also leveraged our distant workforce as a growth technique to expand into latest markets. The broad geographic reach of our worker base has helped us grow from three countries to over 160.
A totally distant workforce has also helped create a higher customer experience by increasing our awareness of local market conditions in all regions. We have a truly international customer base, and our team can easily adapt and fine-tune to satisfy customer needs.
Our team operates in every time zone, understanding the culture, values and communication forms of the countries we provide services in. It can be difficult for us to have a physical office in every country we operate in, but it is feasible and sustainable for people to work globally remotely.
Overcoming common challenges
Transitioning to a distant workforce will be a daunting task that comes with its own set of challenges, especially when it involves legal and compliance issues related to hiring employees in multiple countries. This is where global employers of record (EORs) like INS Global can play a key role in overcoming such barriers. EORs act as intermediaries between firms and their distant employees, handling payroll, taxes, advantages, and other administrative tasks to make sure compliance with local labor laws.
By serving firms large and small operating in international markets, EOR will help remove the logistical and time-consuming burden of expansion, allowing firms to focus on their core business. Additionally, with our global workforce, firms hiring globally can have a trusted partner on-site to hurry up the recruitment process and ease integration into the workforce.
Whether you’re considering a move to a fully distant workforce in the U.S. or expanding your workforce to other markets, this can give your organization the opportunity to recruit and retain the best talent. A successful transition requires considering strategically about implementing systems, processes, and teams that may support your latest ways of working.
As the way forward for work continues to vary, implementing distant work through an employer of record will change into a necessity for businesses seeking to thrive in the digital age.