Leaders should you go for Work from home or work from anywhere

Uncategorized

05-27-2021

In this article - you will learn the following

6 visible Trends which shows the change in work-culture through automaton-work from home-work from anywhere - please add suggest more such disruptive changes

-Reasons why Work from Home [WFH] & Work from Anywhere [WFA] - are here to stay

-19 Challenges of inculcating the organization culture in the remote-employees

- 60+ mandatory action-areas for the Leaders and to implement and integrate the hybrid-model of - at-office and both WFH & WFA - in their organizations

-48 challenges and changes as a Business-Leader- you need to find solutions to implement WFH, WFA and at-office work during and post-pandemic

-11 reasons Why 2021 Will Be the Year of Work From Anywhere for many-many people and organizations

-31 Content writing and Freelance Online Portals for work

-32 Organizations [sample-list] that in past have recruited for Work-From-Anywhere Jobs

There is a definite shift of work-culture from working in office ONLY TO work from home [WFH] TO work from anywhere [WFA] and the hybrid-model which is mix of all three is happening in many businesses and professions.

More and more businesses and occupations are getting technology-dependent - corona covid19 actually made the speed of this transition very-very fast.

In manufacturing - even before covid19 pandemic - many of the globally best brands were being managed by robots.

6 visible Trends which shows the change in work-culture through automaton-work from home-work from anywhere - please add suggest more such disruptive changes

1.One automobile-manufacturing-unit in Europe - 80%+ work is done by only robots - same is happening in other fields.
2.Surgeries where microscopic-precision is needed - are being done through robots under doctor's-supervision - although very few of them are happening.
3.Tele-medical-consultation have come to stay in big-ways in our life.
4.If drones become more refined with the missing elements - we may see bulk of distribution and supply - happening through them.
5.There are restaurants - where from the order to cooking to delivery to billing - everything is being done by robots.
6.The education sector has undergone almost permanent transformation - with one professor - giving class to 1000 students same time across globe.

Advancement in Artificial-intelligence, Machine-learning, Robotics, Nano-technology, Decision-making science and Internet of things [IOT] and in many-many such fields are redefining the way - we buy-think-entertain-work-learn-perform - almost every aspects of our life.

The world today in May 2021 is a very different place than it was back in say in January 2020 - for some of the things that we used to take for granted even till mid-2019 - now feels surreal and ancient and from different world altogether.

The new work-culture has come to stay for long - till at least something else disrupt and shakes our life big-time.

But you can be sure of one thing - at least 30% of the jobs have been permanently shifted to the work from home.

The scale, the type and the speed of disruption - covidq19 has created - is not only unprecedented but also has put the businesses under great pressure to reinvent-redefine-recreate - how the business is done with the changed consumer preferences, priorities, mindsets and buying-habits.

To exist - all the businesses must sell - and to sell - not only the businesses have to offer super-attractive customer value-proposition BUT also to optimize the expenses-cost-investment-future value-business survival.

Therefore all that are expandable - are being pulled-out - to minimize expenses and maximize-profit or to remain afloat and survive.

These factors make - work from home [WFH] TO work from anywhere [WFA] - very-very economically-financially-profit wise attractive for the employers.

Although the work-force will have solid detrimental-effect on their mental-emotional-psychological-physical-financial-social-relationships arenas.

There was a time when work-from-home was an incentive and a tool to motivate employees - right now it has become almost the norm - especially in the lockdown as well as new virus-safety protocols.

The organizations have to use the fineries of design-thinking and all the creative-problem solving tools to explore-evolve-create newer opportunities using the existing disruptions to create paradigm game-changing models.

The need is to ditch every accepted norms - and ask basic questions and look from scratch for everything - absolutely newer products - unbelievable user-experiences - new ways to buy and try whatever that you are selling - new channels of marketing.

Working remotely - especially the model from anywhere - has its own challenges besides the advantages of better quality and more effectively productive employees to unparalleled cost-benefits for the organization.

19 Challenges of inculcating the organization culture in the remote-employees

1.Keeping the employees engaged-inspired-motivated - without the tools of face-to-face
2.Ensuring the mental-emotional-physical well-being of the employees
3.Creating a healthy balance of in-office and remote-work
4.Work-life balance has become more complex and have acquired not only a totally different definition but also have become even more important
5.From the perspective of quality of relationships because of multiple people cramped and exposed with each other for extended period of time - where during the in-stay periods becoming longer due to 2nd and 3rd waves of corona
6.Challenge of creating minimum-supervision STILL getting the optimum even improved performance
7.Increasing coordination and collaboration among people of different cultures-time zones-social and national preferences
8.Candor-clarity-crispness in Communication
9.Training people in new digital platforms-tools-software
10. Identifying and building capabilities-skills-competence - which are a mix of say 40% for current needs and 60% for future emerging trends
11. Improving Retention of talents - keeping them excited about their future as well as in their jobs
12. Creating inclusion in diversity - Recognizing the Needs of Different Personas
13. Design work around the age-old-wisdom of having fun while delivering excellence
14. Bringing back some perks -like travels which has been hit very hard
15. Avoiding employee burn-out - in face of excessive and increased quality and quantity of work
16. Creating such flexible-working - that people feel reinvigorated - and deliver very-high quality output
17. Design incentive - that the organization can share with their employees - from the savings on office-space to conveyance etc.
18. Finding the right tools and blend it with different technology - to make it a delight to work with
19. Use technology to nurture the emerging business challenges as well as business-landscape

60+ mandatory action-areas for the Leaders and to implement and integrate the hybrid-model of - at-office and both WFH & WFA - in their organizations

1.Check if your organization and type of business is suitable for WFH or WFA
2.WFH or WFA may not be Right for Your Organization - if you fall into the categories like - few-manufacturing-units, hospital-for surgery, delivery of products to customers etc. - all of these may change -with the new technological-advancements
3.Then identify which-roles, what-percentage and geographically-where - you need to implement At-office - WFH work from home - WFA work from anywhere model
4.48 challenges and changes as a Business-Leader- you need to find solutions to implement WFH, WFA and at-office work during and post-pandemic
I.Vastly more complex HR — hiring, benefits and more. An employee working full time from home already adds complexity.
II.International hiring amplifies this complexity through -
III.Remuneration issues - whether to give the same pay which was designed for and expensive-location-stay - if people move to a place with a lower cost of living - although not many employee will see it that way.
IV.Legal issues although most employment laws still apply to remote workers - likecompensation, discrimination, wage law, overtime issues — these don't change when employees start working remotely - if employees are working in other countries - that countries law also have to be followed.
V.Complex and Significant tax implications - both the employer and employee's countries tax laws have to be considered
VI.Creating a handbook to define all these are nightmarishly-impossible
VII.Issues with confidentiality of data as the employees in other countries will need access and have to store and transmit highly sensitive data plus this data may come under the jurisdiction of the country or zone where the employee is living and working.
VIII.Ensuring physical security to company paid assets at the remote working location of the organization becomes very-very critical in the wake of cybercriminals
IX.Creating budgets to reimburse the expenses related with the correct office supplies, office equipment etc. - which might be the minimum to provide service-excellence and user plus customer experience
X.IT staff, HR leaders, executives, and others may be working from home along with everyone else - and people may actually not adhere to the security practices and protocols if left on their own
XI.Overcoming the communication challenge with remote working employees - for creating regular team bonding and engagement activities
XII.Reinventing the virtual-meetings and conferences - in the view of having employees in multiple-different time-zones
XIII.Creating presentations for the clients - remotely
XIV.Addressing Mental-emotional health-issues - few employees may bloom in the remote work scenario - most will have loneliness-isolation, emotional insecurities
XV.Cost-built-in for the possibility of employees preferring - going to the nearest café, mall, co-working space, or any exotic locations - where they feel rejuvenated - in wake of 2nd corona-wave and anticipation of 3rd and more such waves and local-lockdowns
XVI.Although office-spaces can't be given-up completely AWAY
XVII.Finding ways to minimize if not possible to completely eliminate the negative cost of absence of humanized-experience for the customers and employees alike
XVIII.If the organization - is a small organization - their financial-implications of ensuring all above may make them economically unsustainable and may not have a workable solutions to deal with challenges like inadequacy of technology and data security for even partial remote work
XIX.A typical nine-to-five regimen may or may not be appreciated by all the employees and in different-time-zones - it becomes even more complicated
XX.The challenges of customers and the service-providers being different time-zones are enormous - which the outsourcing and outsourced organizations have already experienced
XXI.Creating a common culture with which every employee can identify with and relate personally to was difficult in pre-2019 situation -a organization-culture cannot be built through online article-video-powerpoint - Culture is built through - activities, conversations, interactions and shared experiences along with working-together physically
XXII.Therefore to make the organization culture stimulating, thought-provoking and motivating - finding ways to use all of these channels like - internal sharing platforms, announcements and surveys to engage your employees to have two-way interactions
XXIII.WORK-LIFE BALANCEhas become even more complex - as the boundaries of working hours have overlapped with each-other Even though commute-time is eliminated - it does not mean unlimited work-life balance for employees
XXIV.The problem of imbalance has increased manifold - as employees have to do more household work or pay more attention to their family needs making work boundaries blurred and force the leisure and relaxing priority to the bottom
XXV.Frequent online video conferencing - creates mental exhaustion which in turn affect the productivity and delivery
XXVI.Managers will have to be trained to act as first-line counselors to their juniors and have to be trained to compassionate and support employees in coping with stress and anxiety issues - along with managing their own
XXVII.Introduction of more flexibility around locations - so employees will be able to choose the country and city where they work
XXVIII.Provide co-working space memberships for employees who choose to work remotely but still want a dedicated workspace - to ensure that employees have a place where they can focus, collaborate, and create—whether that's at a desk, in a conference room, or in cafe spaces."
XXIX.Allocating Budget to purchase equipment needed to work from home by their employer -it is mandatory to have the correct desk set up and proper tools
XXX.Creating virtual meeting guidelines
XXXI.Proactively involving and actively consulting employees in decision-making on these changes
XXXII.Creating a supporting network for employee and their families health and well-being
XXXIII.Creating KPIs - key performance indicators and focusing on delivery of quality and excellence as well as meeting-deadlines- because effectiveness can't be measured by the number of hours people spend instead -give people the freedom to choose when they work will boost effectiveness
XXXIV.Get employees to feel safe in the workplace and see the covid19 sanitizing protocols being implemented
XXXV.Get the employees and their families vaccinated - if they have not been so far
XXXVI.Testing facilities
XXXVII.Social-distancing spaces - at common-areas as well as in working-areas
XXXVIII.Create strategies to upgrade and train the employees with the new technical skills
XXXIX.Invest in state-of-the-art technology infrastructure and digital communication tools that enable maximum interaction for your teams.
XL.Continually reinvest as those tools continue to evolve.
XLI.Proactively address diversity, inclusion and equity issues and opportunities.
XLII.Address the negative impact that working from anywhere may have on certain categories - like working mothers - who otherwise too have their hands full if they are at home - because of this many of the mothers of new-born, toddlers and kids below 10 have left the jobs
XLIII.Organizations have to innovatively create methods to integrate flexibility into their processes to retain top talent and stay diverse and inclusive.
XLIV.Create systems to address mental and physical health of their while working from anywhere
XLV.Due to the lack of face-to-face meetings, impromptu gatherings and informal mentoring which happens in the offices - in WFA or WFH - creating a common culture
XLVI.Create events and team-building activities to keep employees engaged, connected and motivated.
XLVII.Create simulating informal spaces
5.11 reasons Why 2021 Will Be the Year of Work From Anywhere for many-many people and organizations
I.Because of the benefits like cost savings, easy-access to global-talent and competitive edge - which organizations realized when they were forced because of this pandemic - especially those who never entertained the idea of flexible working
II.That is the reason - it is not surprising that large corporates are anticipating a long-term transition to remote working and are treating it as a strategic priority.
III.Our collective definition of remote working has also undergone lots of changes if not
IV.Finance professionals say that the average large enterprise could save 60% in office costs from adopting a Work from Anywhere WFA model plus another 40% from reduced travel and events expenditures.
V.Additional cost savings can also be accrued from productivity improvements and reduced labor costs.
VI.That said, the business implications of Work From Anywhere extend further than balancing the books.
VII.When organizations break free of geographic constraints, they can dip their toes into a larger talent pool.
VIII.The business then benefits from greater diversity, skills and experiences that can only aid in accelerating innovation and profitability.
IX.While the majority of large enterprises are accustomed to supporting a geographically dispersed workforce due to the very virtue of being global enterprises, the new challenge will become ensuring collaboration and innovation go unhindered.
X.The employees too have experienced a different type of freedom because they feel now they have better options and choices to choose from
XI.HR Has to redefine the scope of flexibility - because of the changing expectations at the office - like following and adhering to Covid19 cleaning protocols + Ultra-quiet desk areas for solo work + More meeting rooms with better AV equipment + More social spaces

12 most-important Tax and other Considerations When as an employee -you are considering Working Remotely especially in WFA context with different country

1.The savings are material and tempting - should employees jump and take the WFA offer - blindfolded
2.Short answer is NO - unless you and the organization have clear agreement
3.Offer Letters: Even if the Company issues these to you, these are legally not binding since you would have a contractor agreement in place - this could be an important consideration if in the future you want to apply to full-time roles at more traditional companies who would want proof of previous full-time employment along with regular salary slips
4.Holidays and Leave: as an employee, you are entitled to public holidays and PTOs of upto 3-4 weeks (varies by company) - if your contract does not provision for these, you have already wiped out the tax savings!
5.Termination Clauses: as a contractor, a Company can terminate you instantly whereas most employment contracts would have a minimum term of one month notice (in some cases, upto 3 months) - not having such a provision and losing out on even one month out of a year due to abrupt termination for any reason again wipes out the savings!
6.Salary Delays: Any Company would always prioritize its own employees over contractors in cash-crunch situations (very common at start-ups), so do ensure you are protected on this front in your contract
7.Tax Status: While filing under 44ADA, you are now classified as an independent professional and not a salaried employee - the ramifications extend to your credit history when seeking bank loans for a house or car - a salaried employee earning INR 35 Lakhs has a much better credit profile than an independent professional earning the same amount
8.Indemnities: Typical contractor agreements will ask you to indemnify (be liable to pay) the Company in case they receive claims including those for your own engagement's misclassification. Such claims are common, particularly in states like California which have stringent employment laws. Ensure to read these carefully to know what you're signing up for
9.Other Benefits: Gratuity, medical insurance, and many such other benefits are typically missing in most contract arrangements - Gratuity alone for example can be upto 20% of your annual salary for continued employment (minimum 5 years per law but most companies have lower thresholds to reward retention)
10. You can argue that since the Company does not have a legal entity in India, engaging as an independent contractor might be the only option. Not really.
11. Just make sure you check in with your accountant before you board the plane - Know your tax obligations - like all American citizens are required to file a tax return in the U.S. regardless of where they live and work, no matter how long they have resided abroad.
12. If you intend to move abroad for an extended period, one option is to establish residence in a low or no-tax state before you go
13. With the numbers of remote workers and digital nomads rising, the demand for foreign travel will eventually surge
14. Income Taxes - If you work in the same country that you reside-in and file your taxes - then it does not apply to you but if you are now working from home in a different country - you need to check whether you will have deduction of income-tax in both the countries
15. Is the country you are working-in and are subjected to tax-laws - allows you tax-deductions for expenses incurred on working from phone expenses - otherwise your income for income-tax purpose will go very-high as all these reimbursement from your employer will go as your income
16. Would you be reimbursed by your employer for all the Incurred Job-Related Expenses While Working From Home plus what are the tax-implications for you
17. For most of the Remote Work-From-Anywhere Jobs - the candidates have to be based in specific city-state-country - only 5-10% of the work can actually be Work-From-anyplace in the world

31 Content writing and Freelance Online Portals for work - this is a sample-list - PLEASE DO GOOGLE-SEARCH FOR SUITABLE FORM OF JOBS FOR YOU

32 Organizations [sample-list] that in past have recruited for Work-From-Anywhere Jobs [taken from internet] - PLEASE DO GOOGLE-SEARCH FOR SUITABLE FORM OF JOBS FOR YOU

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