Quality of life archives - BPO Latam

The Ultimate List Of Remote Work Statistics for 2023

Redacción BPO Latam — Thu, 02 Mar 2023 15:21:56 +0000

Remote work has been on the rise for the past few years but in 2020, with the sudden outbreak of a global pandemic, even the companies who didn’t believe in the power of telecommuting had no choice but to join the trend. And for many, having to adjust to a completely new reality in a short period of time ended up being the silver lining during incredibly difficult times. Remote work wasn’t so scary, after all. Whether you’re an employer thinking about maintaining work-from-home policies even after the health crisis is over, or an employee starting to look for remote opportunities in their industry, there’s a lot you can learn about the universe of remote work. Keep reading and discover 25 key remote work statistics for 2023! Key Remote Work Statistics in 2023 16% of companies in the world are 100% remote. 44% of companies don’t allow remote work. Better work-life balance is the main reason why people choose to work remotely. 77% of remote workers say they’re more productive when working from home. The average annual income of remote workers is $4,000 higher than that of other workers. 85% of managers believe that having teams with remote workers will become the new norm. 74% of workers say that having the option to work remotely would make them less likely to leave a company. The three biggest challenges associated with remote work are unplugging after work (22%), loneliness (19%), and communication / collaboration (17%). General Remote Work Statistics 1. 16% of companies globally are fully-remote (Owl Labs) Although it is still a low number, the fact that nowadays there are companies that have no office or headquarters whatsoever and that operate 100% remotely shows just how much remote work has grown and evolved. If you ask us, we’d say this number will go nowhere but up over the next few years! 2. Around 62% of employees aged 22 to 65 say they work remotely at least occasionally (Owl Labs) Nowadays, many companies choose the hybrid work model, meaning that while they do have an office where employees can go to work, there’s also the option for them to work from home at least occasionally. 3. Since 2009, the number of people who work from home has risen by 159% (Global Workplace Analytics) There are many reasons why remote work has been and continues to be on the rise, but two of the main ones are the fast advancements in technology that allow people to do their work from anywhere in the world and, as we’ll soon see, the increasing number of people who value flexibility and a good work-life balance when looking for new job opportunities. 4. The industries with the highest number of remote workers are healthcare (15%), technology (10%), and financial services (9%) (Owl Labs) Remote work is typically associated with technology and digital marketing roles, such as web development, web design, and content creation. However, healthcare is actually the industry with the most remote employees. It just comes to show that, no matter which area you work in, it’s worth always looking for remote opportunities. 5. Remote work is more common in cities with high-income levels (Pragati) This might be explained by the fact that those who live in cities with higher Income Trend Scores can more easily afford the hardware (and, in some cases, software) necessary to transition into remote work. Additionally, a lot of these people most likely have desk jobs, which are easier to turn into remote positions. 6. 44% of companies in the world don’t allow remote work (Owl Labs) Despite the undeniable rise of remote work, there’s still space to work, as almost half of all the companies don’t allow their employees to work remotely at all. Given the circumstances that most companies experienced in 2020, chances are that this number will start decreasing. 7. By 2028, 73% of all departments are expected to have remote workers (Upwork) In eight years, it’s predicted that 73% of all teams will include remote employees. Not only does this confirm what we already know about the evolution of remote work, but it also shows that telecommuting will become acceptable in an even wider range of industries. 8. 99% of people would choose to work remotely for the rest of their life, even if it was just part-time (Buffer) This is probably one of the most powerful remote work statistics of today. Employees want more freedom and flexibility, and if they could, nearly all of them would like to have the option to work remotely for the rest of their life. The surge of remote work is clearly more than just a fad! Benefits of Remote Work 9. 77% of remote workers say they’re more productive when they’re working from home (CoSo Cloud) When you telecommute, you don’t have a boss or team leader supervising what you’re doing, and for that reason, many think that remote work equals low productivity. However, that couldn’t be further from the truth, as 77% of people actually get more done when they work from home. 10. 75% of people work remotely because there are fewer distractions (FlexJobs) This remote work statistic is closely related to the previous one. Loud colleagues constitute the biggest distracting factor in an office and, when you work from home, you obviously don’t have to deal with that. Ultimately, that contributes to the higher productivity levels we talked about before. 11. Better work-life balance is the main reason why people choose to work remotely (Owl Labs) Working remotely means that not only do you have better control over your daily schedule but also that you don’t have to spend hours of your day stuck in traffic or in an overcrowded train. For this reason, remote workers have more time to spend with their loved ones, on their hobbies, or simply relaxing, which is seen as the biggest perk of telecommuting. 12. 69% of millennials would give up on certain work benefits for a more flexible working space (CBRE) When we said that today’s professionals value freedom and flexibility,

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Do remote workers have the same opportunities for advancement as their full-time colleagues?

Redacción BPO Latam — Wed, 15 Feb 2023 12:57:30 +0000

In the classic movie Office Space, Mr. Lumbergh comes ambling around the employees’ cubicles, only to find the film’s protagonist, a programmer named Peter, habitually absent from his desk. But upon the advice of consultants, Peter still gets promoted anyway. In real life, of course, such absence may mean missed opportunities. What happens when one is not seen around the office for long periods, because they are working remotely? The rise of remote work means the rules for corporate advancement must change as well. Between 2019 and 2021, the number of people primarily working from home in the United States alone tripled from 5.7% (roughly 9 million people) to 17.9% (27.6 million people), according to figures from the U.S. Census Bureau. While there may ultimately be a diminishment in full remote work, hybrid work is here to stay, and companies will be balancing their hybrid work policies through the year, according to Wharton management professor Martine Haas. “A lot of companies have moved toward hybrid in the last year and have found it not perfect, by any means, but [it] seems to be striking a pretty decent balance between what employees want and what employers want. A lot of firms are still thinking through how to make it as good as it can be.” If hybrid and remote is “as good as it can be,” how good is it for one’s career advancement? Is lack of visibility to executives detrimental to promotion opportunities? Some organizations are already remote-friendly, especially if leading executives themselves are working remotely. But many companies are structured for in-person work, and for them, the Covid situation was more of an aberration than the norm. The question is, will both remote and hybrid workers in such organizations have the same opportunities for advancement as their full-time on-site counterparts? To a large degree, it may depend upon how deeply a remote-first policy goes. “I would argue that before the pandemic, remote employees were at a disadvantage when it came to promotions because physical proximity allowed in-house employees to know each other better and gain an inside edge,” says Matt McConnell, chairman and CEO of Intradiem. “This remains true, to a degree, for companies using a hybrid model; but I think that when everyone is remote, it levels the playing field.” Opening opportunities for hybrid or remote employees means re-thinking overcoming traditional, and often extremely informal, career paths. It also means figuring out ways to overcoming the serendipity involved in career advancement. “I think that on-site employees may have some advantages that remote workers don’t,” says Fredrik Nilsson, vice president of the Americas for Axis Communications. “If I was an office-based worker wanting to advance, I would try to get as much visibility as I can with decision-makers. This is much easier done in person. You are also more able to take advantage of ad-hoc conversations with others during lunch or a coffee break. Building your personal brand is much easier and more efficient in person.” Brian Macias, president of Embrace Pet Insurance, agrees that visibility is an advantage — but only to an extent. “A motivated individual who works hard and performs well, whether in the office or working remotely, is going to get noticed and move up in the organization. That being said, I do think it’s easier for those in the office.” Hybrid and remote workers “can advance at the same pace as on-site, but it’s important to consider the disparities that can create an unfair advantage,” says Dr. Devan Kronisch, talent development coach at Chili Piper. “A remote employee will not be as socially connected with managers and staff that go into the office, and as a result, these on-site workers can be more privileged to receive a promotion compared to their remote counterparts.” In an organization “where some workers are all remote and others are all in the office, management needs to take special measures to make sure remote workers are not forgotten,” says Robert C. Pozen, senior lecturer at MIT Sloan School of Management and author of Remote Inc.: How to Thrive at Work. “I recommend that every manager meet online with their remote team members at least once a week to keep them informed about changes in company policies and promotional opportunities. In addition, I recommend that all remote workers be assigned an ‘office buddy,’ who can keep them in the know and make sure they don’t lose out on informal sources of job information.” Younger employees just starting up the career ladder may need more in-person time than their more seasoned counterparts, says Macias. “Younger team members especially may be missing the opportunity to develop real relationships with leaders and peers when working remotely. They have to schedule a meeting to get face time with leadership which can be a big hurdle, especially if they don’t feel empowered to take that step. That same person in the office might meet a leader in the lunchroom and get to share their big wins. Fostering the relationships that help you move up the corporate ladder is simply easier when there’s the opportunity for chance meetings and face-to-face interactions.” At Intradiem, there has been a concerted effort to draw younger or new employees deeper into the organization despite their remote status. “Compared to pre-pandemic work, younger employees do suffer a professional development disadvantage even in a fully remote context,” says McConnell. “They’re not able to overhear conversations and learn indirectly from more senior employees. That’s why we’ve made a very intentional choice to make a significant investment in new employee development and a highly structured onboarding and mentoring program.” Reward systems need to be adapted as well — tying advancement to objective performance metrics, and not relationships. “We measure impact, and our employees can make an impact from anywhere,” says Abby Payne, chief people officer at SailPoint. “We focus on enabling our organization’s leaders to manage and measure performance so that we’re rewarding and recognizing the right people across the organization.” Still, even when measured with objective metrics, hybrid and remote workers may feel extra pressure to keep those metrics at

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How can a BPO LATAM Virtual Assistant help you?

Redacción BPO Latam — Thu, 02 Feb 2023 13:56:49 +0000

The pandemic brought with it millions of virtual assistants around the world. They are remote employees who provide administrative support for you and your business, usually on a part-time basis. They can perform tasks that an executive assistant would normally handle, such as scheduling appointments, making phone calls, arranging travel and emails, and other tasks you need to assign to your job. You can have a Virtual Employee or an entire remote work team, which helps you release stress and allows you to gain valuable time to manage other functions of a central nature in the organization. This allows you to ensure the successful execution of non-core business processes, at a fraction of current internal costs, to increase the growth and competitiveness of your company. BPO LATAM has a talented team of professionals with the experience, integrity and commitment to offer our clients BPO services of the highest quality and value. Our talent pool in LATAM is made up of highly qualified professionals, bilingual (Spanish-English), within the same time zone. The advantage of hiring a virtual assistant is that you can focus your time on what is most important and save money by delegating time-consuming non-essential activities to the Virtual Employee, such as: Executive Assistant Customer service and support Sales Assistant Marketing Assistant Accounting/Invoicing/Invoicing Real Estate Assistant Inventory management Research Translations/Transcriptions Content writing for media and e-commerce Data entry Design and development of websites Management of social networks Graphic design Tips for hiring a Virtual Employee Before making the decision, we recommend writing a clear job description. Indicate specifically the functions that the position implies and what it is like to work with you, management or work style. This requires some serious self-assessment, but it is essential to provide a realistic picture of the job. It is very important to build trust. If you keep trying to do everything on your own, you will immediately get stressed. But if you can get someone to help you, it will give you a chance to do other things. For this, it is important to teach your virtual employees the work scheme, which will bring great benefits to the organization. How to work with BPO LATAM? When you decide to hire a virtual employee, let us know what skills and experience level you need for a particular job or role. We will help you through the process and provide you with a profile questionnaire. Based on your requirements, we will send you a proposal with the monthly rate of your Virtual Employee for your prior approval. The Virtual Employee will work directly for the company, under your instructions and supervision, just like any of the existing direct employees. From BPO LATAM we encourage direct and constant communication between the parties for a better performance. As a formal employer, we will take care of paying salaries, benefits, payroll taxes, health insurance, and all labor and termination benefits, in accordance with local Venezuelan laws. Visit our website www.bpolatam.com/en to learn about the advantages of hiring BPOLATAM Virtual Assistants and more information about us. Contact us at info@bpolatam.com or call us at +1 (954) 354-9006 Source: BPO LATAM Newsroom

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Looking to hire new staff and wondering which personalities are right for your company?

Redacción BPO Latam — Tue, 24 Jan 2023 00:29:37 +0000

In the Traits and Qualities Employers Look For study, conducted by Zety, more than 200 hiring managers and recruiters were interviewed and gave their views on the most important qualities and traits they look for in a candidate. In this article, you will learn about the results of this interesting research on the types of people who are most hired in organizations. Recruitment is becoming increasingly automated. Applicant tracking systems do much of the legwork, shortlisting suitable candidates with keywords and algorithms. Even so, there still remains a uniquely human side to the hiring process. Employers aren’t just looking for the perfect resume, they’re looking at the person behind the page. The one who’ll be the perfect fit for the role and the team. And to do that they consider a complex mix of traits and qualities that combine to create the best candidate for the job. But what is this secret sauce for success? We created a survey to get some hard numbers to define that je ne sais quoi that makes the perfect professional. Over 200 hiring managers and recruiters gave their opinions on the most important qualities and traits they look for in a candidate. Here’s what they told us. First Impressions Count The hint is in the name. Personal traits and qualities can’t be fully expressed on paper. They need to be assessed in person. And when it comes to recruitment that assessment takes place from the very first second you meet the recruiter or hiring manager. You’ve heard all the clichés about first impressions. “You don’t get a second chance to make a first impression,” “you can tell a lot about someone from their handshake” and so on. But there’s a strong kernel of truth in these sayings. People do make judgments based on those critical first moments of meeting. In fact, some studies suggest it takes as little as one tenth of a second to start judging important personality traits like trustworthiness. And our own data backs up the importance of first impressions. An overwhelming majority of 83% of our respondents agreed that it’s an important factor in the hiring decision, with only 1% actively disagreeing. traits and qualities employers look for So it’s essential to make the most of that narrow window of opportunity, which is anywhere up to the first 30 seconds of meeting depending on what study you look at. And the most important thing to focus on in the crucial first seconds? We’d suggest it’s the “niceness factor.” Project confidence and trustworthiness to get off to a strong start. And it’s backed up by science too. Amy Cuddy, a social psychologist at the Harvard Business School, says her studies reveal trustworthiness and confidence create 80–90% of the first impression. As Cuddy puts it: “Trust opens them up to what you have to say. It opens them up to your strength and confidence. Trust is the conduit through which ideas travel”. We also asked our respondents how they verify their first impressions. This was an open-ended question, so we got a variety of answers but body language and personal appearance were a common theme. Again, this feeds back directly into the paramount importance of trustworthiness and confidence. Body language and personal appearance are important factors in non-verbal communication, which can form up to 50% of what we communicate to others. And it forms a very primal and fundamental part of how we perceive others. As one respondent explained: “You can predict very quickly whether you like a person and if others will”. To sum up, yes they are judging you, but you can nail that first impression by projecting an impression of confidence and trust from the moment you walk in the door. Now for the big one. Once the first impression is complete, what specific qualities do employers look for in a candidate? Top 10 Most Important Qualities traits and qualities employers look for We asked our respondents what character traits are most desirable in a potential employee. They were able to select up to five qualities and these were their top ten choices. They were pretty much what you’d expect with the top two choices being loyalty and integrity. Dedication to your employer and displaying honesty and strong moral principles are a must-have for success in the vast majority of workplaces, so no surprises here. But what’s most striking is that the “niceness factor” we’ve already touched on feeds through to the top desirable character traits. Sincerity, kindness, patience, emotional intelligence, tolerance, and open-mindedness all feature in our list of desirable candidate traits. It’s not just enough to prove you’ll be good at the job, you’ve got to prove you’re a good person too. And it’s not just us saying it. A study published in Perspectives in Psychological Science took a deep dive into this very topic analyzing large data sets of HR information to find out which personality traits employers value most. They also crunched the numbers from the Department of Labor’s O*NET database, a comprehensive aggregator of occupational characteristics and worker requirements information across the U.S. economy. In both cases they found the most desirable qualities fell under two broad headings. Conscientiousness and agreeableness. So it’s clear that dedication, work ethic and that all important “niceness factor” is key. We’d even go so far as to say that agreeableness is the one “X factor” that everyone needs to boost their chances of success. We also wanted to examine whether desirable qualities in a candidate were universal, or if they changed depending on the seniority of the role being interviewed for. Here’s what we discovered. traits and qualities employers look for So it seems clear that some traits are considered equally valuable regardless of the seniority of the role. Being a team player, dependability, a proven track record, and being hard-working were held in high regard for all levels. After all, these are

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Hiring Remote Workers? Here Are Four Compliance Issues to Prepare For

Redacción BPO Latam — Mon, 16 Jan 2023 23:10:07 +0000

Although remote work once seemed like a temporary fix during the pandemic, it’s evident that it’s here to stay. While remote and hybrid offices were taking hold of the workforce, companies also began engaging more contingent and freelance workers. In a encuesta reciente, large corporations in the US said that 28% of their workforces were contingent. With so many different types of workers doing their jobs remotely now, it can be difficult to remain compliant with employer obligations, including overtime pay, health and safety rules, and more. Out of sight cannot mean out of mind. Deciding What Type of Worker Is Best for You in a Remote Environment When engaging talent remotely, you must ensure you are not only applying the correct classification to your workforce but also using the right type of contract for the individual or individuals in question. More specifically, consider whether the professional is deemed an employee, freelancer, temporary worker or LLC contractor (or other) according to the legislation of the country where they will actually be working. This will determine the term of the contract, the statutory benefits, the rights and protections of the individual and more. To avoid any potential compliance infractions with remote talent, you should always seek legal advice regarding your contracts; that’s the safest way to guarantee your contractual clauses are enforceable in the state, province and/or country where your remote workers are engaged. Primary Risks With Contingent Remote Work Compliance If you’ve embraced the remote (contingent or permanent) employee model, there are a few requirements to consider: Immigration. It’s key to know where each worker is located so you can verify that they have the proper documentation to work wherever they happen to be. To avoid a potential breach of immigration and employment laws, ask a couple of questions when hiring: What is your nationality or citizenship? Do you have a visa to legally work in the country where you are? Failing to check on this critical information can result in hefty fines for your business, so it’s not something you want to ignore. Income tax and Social Security. More than likely, your remote workers — whether permanent or contingent — will be liable for income tax and Social Security contributions in the territory where they reside. Even if your entity does not have a presence in the same location where your workforce is, it is still your responsibility to ensure applicable employer and employee taxes and contributions are paid to the relevant authorities. If you are not sure how to handle this, there are many providers in the staffing industry that can help you address these compliance matters appropriately. Health and safety. Health and safety are also important remote work requirements to consider, especially if you are working with people from a variety of locations. To illustrate, the Netherlands, like many European countries, has rules in place that ensure workers’ home offices are ergonomically sound and safe. An assessment must be carried out, and if the area is deemed unsafe, it is the employer’s responsibility to help make appropriate adjustments. Equal treatment. It’s also critical to remember equal treatment for all employees, regardless of where they work or what kind of contract they’re in. Again, if you decide to work with remote workers from different countries, there might be laws that require you to treat them the same as full-time team members in terms of salary, benefits, working hours and paid leave. However, if you are engaging independent contractors, you will want to ensure you classify and treat them as such. For example, California has strict laws about using 1099 contractors. Treating them the same as employees could put your company at risk of misclassification penalties. Remote work opens a world of opportunities both for permanent and contingent talent; however, if you’re unsure how to navigate the compliance challenges, you must take time to do the homework to avoid any pitfalls. With careful planning, you can reap the financial benefits of having the best talent — wherever they happen to be — while also protecting your business from any potential problems. Source: http://www.thestaffingstream.com/

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