One of the companies we work with had a near teleworking experience in 2008 when they decided to base their administrative staff in South America, while their headquarters was in the United Kingdom. They decided their competitive advantage lied in offering a lower price, supported by the possibility of paying wages in pesos while its competitors paid wages in pounds sterling.
The company notes that the first few months were very positive and that they saw great value in having a workforce at a considerably lower cost than it would be to have their operations in England. However, after a while they began to notice that the productivity of their remote team was not as they had expected and they had no idea how to overcome this obstacle. Many companies have similar difficulty in managing the performance and productivity of their work teams.
Close supervision is not the answer as a person’s productivity can only come from spontaneous and natural motivation and the desire to do something. A determining factor is that our cultural training was not directed towards the creation or adoption of habits, discipline, fulfillment of objectives or focus. On the contrary, at school we were taught to behave when the teacher was present and to act under pressure or coercion. For this reason, the problem for companies facing productivity challenges is the lack of support for their members. They need support so they can focus on what adds value to their work, helping them to do more work in less time all the while having a better work-life balance.
The manager of the British company came to us for help to solve the productivity problem and through the implementation of our automatic productivity agent, he realized that given the long hours of work that he demanded, people perceived that their productivity was measured by their hours connected to the computer rather than the value they were adding to the business. They started an awareness program in which everyone understood that the solution was to rethink that concept and help team members focus on what added value to their work.
With this, not only were they able to have shorter working hours, but also the company has achieved significant growth, sustainability, better and more timely customer service and, above all, it has achieved its goal of being one step ahead of its competitors. In conclusion, for the success of teleworking or remote work, companies must make use of technology to support their team members to generate discipline and self-management.
Seller: Clowd Technologies SAS