Table of Content
Introduction
With the advent of AI, automation, and machine learning taking its space in human resource experiences, it’s important to focus on building a remote-first model.
Today, we are hiring people literally from any corner of the world to find the best people for the job. This improves our efficiency as an entire unit or department.
However, we must not miss out on the emerging importance of the remote-first model and workplace environment. It will assist the leaders in automating redundant work, structuring the processes, and focus mainly on desirable outcomes.
Thus, proceed with the post below and find reasons and steps to implement a remote-first model in your modern organisation.
This will give you the opportunity to outgrow, outperform, and outsmart the competition in a highly brittle, anxious, and incomprehensible talent marketplace.
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How to Adopt a Remote-First Model in Your Organisations?
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Automate boring and time-consuming tasks for HR professionals.
Start leveraging AI tools like AI Suggest and CV Parser for HR professionals. These tools help HR leaders automate their lengthy and time-consuming tasks. Their focus shifts to better and mission-critical projects to extract better and desirable outcomes at rapid speed.
These tools are anywhere accessible, which we will read about in the next point. So, these tools are accessible to all and help remote teams to focus on more challenging work deliverables. This will only end up improving their productivity and efficiency at all times.
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Provide anywhere accessibility and flexibility of working hours.
Remote workers need platforms, systems, and processes which they can execute, access, and review at any time. This demands a stable platform like uKnowva HRMS.
With the registered details of user ID and password, remote workers can excel at personal and professional fronts. They do not need to visit the office necessarily until and unless the work demands of it.
That means, they can spend their time with their family members or explore the world around them. Their jobs would actually be more modern and nomadic for them to keep moving around, experiencing life at their fullest and best potential.
In fact, this anywhere accessibility allows team members to be open to experiences. They take more calculated risks and are ready to brainstorm new ideas and processes to execute and save time.
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Share knowledge and information in a unified platform.
A platform like uKnowva has an advanced document repository and search engine for a seamless exchange of information.
It helps access the details of project charters, tasks, clients, and the like at once from any location.
As long as remote teams have their access and credentials, they can view the documents, policies, employee handbooks etc., at any time.
Employees do not need to depend on the other person for downloading and accessing their payslips when applying for a loan or looking for a better opportunity.
This makes both the administrator and the employee who is in need of that information self-serving and self-sufficient.
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Make happiness and employee well-being top priorities for remote workers.
Remote workers are often working in isolation, silence, or silos. Often they are not in touch with their reporting managers at all times. They have dedicated hours or meetings assigned with their RMs for catch-ups.
Thus, a system can take care of their daily emotions, behaviours, interactions, and overall activity on the platform. This is where uKnowva comes in. It tracks and traces all such insights and reports back in the backend.
It also captures the happiness meter for each employee whenever they are logging in from remote locations. This happiness quotient is important for the RMs and HR leaders to study and know if they’re building a righteous and impacting remote culture.
Similarly, you can attach add-ons like Perks or Nasch to your uKnowva portal to provide various employee benefits or track employee well-being on a personalised dashboard for remote teams.
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Promote anytime feedback and suggestions for all employees.
Invest in an HR management software like ours that allows you to enable any time feedback and suggestions from your employees. These can be in-house members, on-field workers, wage workers, part-timers, or complete remote workers.
Real-time suggestions are notified to the concerned persons when employees publish those in the suggestion boxes on the intranet or the ESS portal. Management will then take notice of it and implement those as required and deemed feasible.
They can send notifications of approvals to the one who put forward the request. In fact, employees can raise tickets and check the status of the concerns in real time.
That builds transparency amongst the remote workers and employees, especially when they are grieving or want to solicit a reimbursement, software, or loans and advances, pending incentives at the right time.
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Invite remote employees to volunteer for taking charge of projects.
Let your remote employees take charge of the projects as well to build a remote-first model in times of rapid growth and reinvention.
Remote employees will accurately feel a sense of belonging, partnership, equity, and ownership when the leaders trust them to execute tough calls and projects.
Give them such opportunities, and ask them real questions and answers throughout the process on the intranet. Let the remote employees report back with real updates on the project charter or on the task/client/project details module in the same platform.
This eliminates the need to chase the project approver or manager, if they are working remotely. The department or the business head can review these remarks or reviews of each client, task, or project to make adjustments in real time.
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Help mark attendance from anywhere within the permitted locations.
Building a remote-first culture also marks the importance of daily attendance of your team members. They must be working in various shifts, hours, or locations. Tracking each one of those gets difficult.
However, with anywhere accessibility of the attendance markings, this is no longer an issue. You can permit certain locations for your remote teams to log in from. Otherwise, you can toggle the geo-fencing in their virtual biometrics so that they do not log in from any non-permitted location, even while working remotely.
Why to Go For a Remote-First Model?
There are plenty of reasons to go for the remote-first model in the awakening of the BANI - brittle, anxious, non-linear, and incomprehensible world, especially after COVID-19, highly sensitive global climate, and distressed geopolitical conditions.
Such reasons, include the following:
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Allow talent to transform from any corner of the world.
With remote-first capabilities and technologies, organisations can work with exceptional and hidden talent at ease. They do not have to go looking for talent in different corners of the world physically.
Hiring managers can complete the hiring of the best talent in the marketplace, even if they are from another city or country, at the click of a button.
This can actually help countries bring back stability and more GDP without having to mobilise their talent to another nation.
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Allow flexibility in working and finding work-life balance.
Remote teams work like digital nomads because they have other limitations and responsibilities to commit to.
They need to find the semblance of work-life balance and enjoy the utilities of personal and professional life without disrupting their happy mood and productive hours for desirable output.
With uKnowva HRMS, teams are able to review and request changes in their shifts. RMs can do so with a click of a button to assign another shift to their team members.
As long as teams have their credentials to log in, they can do so and start their day, irrespective of their live location.
However, they must log in from the permissible parameters only for accurate daily attendance records.
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Make way for purposeful collaborations for remote teams.
A technology like uKnowva HRMS is what helps in the long run. Employers and employees form better relationships over transparent updates across verticals and departments. It eliminates micromanaging and reforms bonds over purposeful collaborations.
Remote teams are no longer left alone in isolation. They can reach the entire organisation in just a few clicks on the intranet without having to step outside of their working area or location.
Conclusion
We have covered a lot of ground when it comes to building a remote-first model in the post above. If you’re ready and want to excel at every front of remote culture in your organisation, now is the time to do uKnowva HRMS.
FAQs on the Remote-First Model at Workplaces
- What challenges might companies face when transitioning to a Remote-First Model?
Companies transitioning to a remote-first model may face challenges such as maintaining team cohesion, addressing potential feelings of isolation among remote employees, ensuring data security, and managing time zone differences.
- How do companies maintain company culture in a Remote-First setting?
Maintaining company culture in a remote-first setting involves organising virtual team-building activities, celebrating achievements and milestones, encouraging open communication, and ensuring that company values and mission are communicated and upheld.
- How can leaders manage remote teams effectively in a Remote-First Model?
Leaders can manage remote teams effectively by setting clear expectations and goals, providing regular feedback and support, trusting their employees to manage their time and tasks, and being available for communication and collaboration.
- How can companies ensure cybersecurity in a Remote-First Model?
Companies can ensure cybersecurity in such a setup by implementing strong security protocols and policies, using secure VPNs for remote access, educating employees about cybersecurity best practices, and regularly updating and patching software and systems.
