We believe that, if the pandemic situation allows it, teleworking will tend to be in an intermediate position between the scarce and the excessive in the hypothetical pendulum effect that we have already described.
This midpoint is reached when companies can extract from telework its full potential and give it its true nature: that of being a flexible work model, with evident strengths and opportunities. And it is that, according to the results of the joint research between the Human Capital Management Association (DCH) and the University of Navarra, telework has a host of strengths and opportunities that they will allow it to have come to stay.
Among its strengths we have identified the following:
- It helps the integration between the various facets of life (professional and personal) due to savings and better distribution of time.
- When it is a volunteer and a work benefit, it improves personal motivation and the organizational climate.
- Promotes concentration and helps keep focus on what’s important by eliminating existing stimuli in open work spaces.
- It promotes greater autonomy and a better organization of individual time.
- It favors sustainability and reduces environmental pollution by reducing the number of trips.
In addition, teleworking represents clear opportunities for companies since:
- Contributes to the integration of people with physical disabilities.
- It favors the gradual return to work after maternity / paternity leave or sick leave.
- It breaks the boundaries of talent and allows the capture of resources (national or international) that would not be accessible in conditions of 100% presence.
- Integrate globalized and dispersed teams.
- It helps to promote new forms of organization that improve individual and collaborative work.
- Accelerate digitization.
- Save costs by reducing space, travel and physical events.
- It fosters skills such as autonomy and confidence, which are useful not only in professional life but also in personal life.
Source: https://theconversation.com/