Remote work is becoming a permanent fixture in the new normal
And businesses know it. A report by Owl Labs revealed that 56% of companies have either gone hybrid or fully remote since the pandemic.
While a survey by FlexJobs revealed that 75% of people prefer to work remotely sure to reduce distractions, another survey by Upwork has found that 73% of all departments in a company will have remote workers by 2028.
Major companies such as Salesforce, Spotify, Facebook, and Microsoft have also publicly spoken about their efforts to embrace a remote or flexible post-pandemic workplace.
Workers are just as, if not, more enthusiastic about the prospect of remote working. 95% of respondents to a FlexJobs survey have reported higher levels of productivity on a remote arrangement. In what is perhaps the most powerful statistic in support of teleworking, Buffer’s 2021 State of Remote Work, found that 97.6% of its participants would choose to work remotely for the rest of their careers.
With remote work on the rise, business leaders are paying more attention to how they can create positive employee experiences amidst a dispersed workforce
Remote working is not without its challenges and one of the most complex ones involves keeping remote employees engaged.
More and more companies are realizing that employee engagement goes hand-in-hand with employee well-being. According to Deloitte’s 2020 Human Capital Trends report, organizations that place wellbeing at the forefront of their work culture are the ones that are most likely to see upticks in productivity and performance.
To assist this experience on both the employee and employer front is where an Employer of Record (EOR) rises to the occasion.
A primary goal of employee onboarding is to help new employees acclimate to their new roles and the philosophies of the company. This involves making sure that they have the tools they need to get settled and begin their new role.
The onboarding process often involves introducing the new employee to their team members and key stakeholders in the company, facilitating training on company policies and culture, providing them with access to the resources they’ll need to perform, and much more.
For remote employees, businesses must be especially sensitive to the fact that a virtual onboarding experience can fall short on several core components that make up an in-person onboarding experience. Therefore, it is vital to develop an onboarding strategy that takes these gaps into account and supports a new remote hire.
Facilitating the communication between the new employee and the team could very well shape the impression and productivity of the newcomer. A full-service EOR partner will be able to help you manage your remote employee onboarding procedure and ensure that your new hire has access to all the resources they need from their first day and is able to communicate about any potential challenges with their team.
Provide Learning & Development Programs
It is often daunting to work at a new establishment. Even more so when it is remote, as employees may feel distanced from their team in regards to learning new skills needed in the role. In common organizations, this burden lies on the company but with an Employer of Record present, it can be greatly lightened.
While allowing the company to focus on its growth, an established EOR takes over the duty of facilitating employee growth and progression through a catalogue of available services.
Learning Management System
A learning management system (LMS) is used as an automated training platform with huge flexibility. It can be designed for specific goals such as product knowledge training, upskilling courses and compliance exercises. It can also serve as an orientation program for new employees to ease their transition into the company.
With an automated training program in place, employers need not spend extra time and resources on it knowing that the employees are on a good growth plan.
An EOR uses its extensive knowledge and understanding of the climate to create effective training content. By tailoring content to the client's specifications, an Employer of Record can create accurate and engaging content that hits each learning objective on the mark, allowing for the client to entrust the learning process to the EOR to adapt as the company progresses.
Leadership Development Programs
Promoting internal talent development is a great way to empower employees. In order to do so, talented employees require appropriate training to groom them into a high-calibre leadership role.
Companies can work with their EOR partners to identify this talent and apply innovative techniques to cultivate valuable leadership qualities in them including communication, negotiation, problem-solving, and people management skills.
Help HR create new policies that are unique to remote work conditions
Remote work isn’t relatively a new concept but it is one that has been forced onto the workforce since the COVID-19 pandemic. In regards to this, a company has to adapt to the conditions and establish new policies that work well with its direction while also ensuring that the employees' needs are met. Formulating and adapting these policies is where an EOR comes into the picture.
An EOR, being well versed in the inner workings and laws of the inhabited country, alleviates the burden of the client needing to spend time and resources doing so. Establishing new policies catered to respective organizations and countries helps reduce compliance risk, boost employee value, offer clarity and allow for remote work scalability.
An EOR is able to understand the tax and risk factors of the climate and can help reduce unnecessary legal risks to the company. Employees on the other hand feel comforted that they are not on the losing end of working remotely and have a clear line of sight of their new working conditions including training, pay, tax and office hours.
By having clear remote working policies in place, it allows for the company to grow their remote workforce substantially with minimal setbacks.
Support remote workers with the right tools and practices
Remote workers are expected to perform just as effectively as physical workers and in order to do so, they require the appropriate tools to perform tasks and communicate with their team accordingly.
The vast amount of virtual work tools at our disposal today makes it difficult for an employer to decide on the most effective ones and merge them into the day-to-day operations.
An EOR takes on this duty by staying updated on the available tools and those that suit the company operations best. They are able to provide the right tools that are needed and support the employees with the transition to using the tools with as minimal obstruction to operations as possible.
Offboarding employees can be a difficult and sometimes, uncomfortable process that all companies must endure. Handling the offboarding process of an employee reflects on the practices of the company.
Many HR leaders will agree that when it comes to handling employee terminations, resignations, or layoffs, in-person conversations are the preferred method. However, the rise in remote and global employees means that this approach is not always feasible.
Some global mobility firms provide virtual Outplacement packages as part of their EOR solutions line to help ease remote employees into the transition and prepare them to re-enter the job market.
During the career transition process, the outplacement provider will work with employees to help them develop resumes, discover potential job leads, perform career assessments and salary benchmarking. This service can be provided as early as when an employee receives notice of separation. For the employer, it minimizes the negative impact of an uncomfortable separation and helps to protect their reputation.
Virtual outplacement democratizes the service by ensuring that it's made available to all employees within an organization, regardless of where they live or work. It also saves time and money by allowing a transitioning employee to schedule sessions with the outplacement service provider according to a timeline that suits them
This case study from Airswift illustrates the structured assistance an EOR can provide for offboarding on a large scale. In this case, 40 personnel were to be retrenched and Airswift crafted an Outplacement Program that handled data gathering, individual consultations and an eight-week period of support to identify and secure future employment.
Improve your employee management with Airswift
Going remote with your employees is the way forward, but it need not be a burden and cost to your operations. Why hassle with the transition when you can engage Global Employment and Mobility companies like Airswift. We provide a wide range of global mobility services of which Employer of Record is one.
At Airswift, we deploy our Global Employment and Mobility team along with their extensive knowledge and experience as an industry leader in workforce solutions.
With our presence established in over 60 countries and the scale to handle 7,000 contractors, we have the solutions you need to expand your remote workforce with seamless operational transition.
Get in touch with us today so we can support your growth and goals with our expert solutions catered specifically for your company.
This post was written by: Dharmeswaran Yokheswarem, Content Marketing Coordinator