NaN-tic Feb 9, 2022
The forecasts of what is the future of work in Spain around 2025 are that two out of three companies will adopt a hybrid work formula, that is, they will combine face-to-face and teleworking. Specifically, it is predicted that:
25% of companies will implement remote work every day of the week and would only go to the office on occasional days;
65% will adopt a hybrid system of two to three days of teleworking per week;
and finally, only 10% of the companies would maintain the presence of all the days.
It should be noted that these variations are not only between companies but also between different departments within the same company since there are teams with more opportunities to telework than others that require greater face-to-face.
However, the majority of Spanish managers express concern about the little progress in ensuring productivity in the new context of work. At the same time, a large part of the employees expects to compete with best-in-class technology in order to be more productive.
The relationship between these two concerns is evident, on the one hand, managers need to ensure the productivity of remote employees, and on the other, employees need to have the necessary technological resources to produce better. And its confluence zone is in the digitalization of work processes, the measurement of objectives, and the communication of the people who make up a company, from managers to all employees, collaborators, suppliers and customers.
The factors of the success of teleworking are precisely in its benefits for the company and for employees. But also by covering the needs that it establishes to be implemented and solve those two fears that we have just discussed.
The flexibility for employees to choose time and place of work. In the words of Remedios Orrantia, HR Director of Vodafone: "Work is a task to do, not a place to go." Among the large companies that are already applying what is called smart-working are Telefónica, BBVA, Microsoft, Radisson Hotels, Cepsa, Airbus, MacDonalds, Vodafone, Tabacalera, American Express, GSK, Repsol, Acciona, Meliá, FCC, Verisure, etc.
The clear set of objectives and how they are achieved, in other words, OKRS (Objectives & Key Results). According to Luisa Izquierdo, HR Director of Microsoft Ibérica, "The key is the definition of results for each employee and team, which are aligned with the company's objectives. The results must be actionable, measurable, punctual, and stimulating." 69% of employees believe that companies should measure their contribution to the company in results and not in hours.
Two-way trust, fostered by fluid and clear communication. Leadership must change with teleworking and take advantage to transform the value propositions of the company that will retain good workers and attracts the best talent. Marta Machicot, Global Director of People (CPO) at Telefónica, explains: "The responsibility of today's leaders is to make it easier for all people to access the digital world, giving them a lot of decision-making capacity and space to grow."
Simple structures with empowered teams. In relation to this empowerment, José María Monge, Head of Global Talent Solutions & Country Monitoring, affirms that "the employee must be the protagonist of their training, their career and their development. He will be who makes the decisions without third parties intervening."
Transform them. The brick-and-mortar office is transformed from a place where you go to sign up to a place where you can establish links with colleagues, get inspired, and co-create.
Now, the real office where you will work will be the digital one. Your offices will be the ERP profiles with their access to tasks, projects, and ERP modules. Your meeting rooms will be video conferencing applications. The agendas will be the calendars of the mail applications, and a long list of software that will build a new office in the cloud.
An office in the cloud that the employee and the manager can take wherever they need or want and reduces their trips to zero, with the savings in time and money that this implies, and the increase in family reconciliation and personal happiness. Without forgetting the control over projects and times that makes people freer and more motivated to be productive.
Do you feel like you're falling behind? That teleworking during the pandemic has put your company in check due to lack of digital means?
At NaN-tic we do not preach without knowledge. Teleworking is in our DNA from the beginning and we organize ourselves in a hybrid way alternating days from home and days in our offices in Sabadell and Madrid. That's why we know how ERP is the tool to measure production, financial or performance data. Most companies do not know how to measure productivity, we can help you.
The source of the data is "New ways of working. Reflections on the future of work in Spain", by the Boston Consulting Group (BCG) and the Think Tank enClave de Personas, presented in July 2021.
