More than ever, companies around the world are having to adapt quickly to telecommuting, given the imposed confinements related to COVID-19. In some places this indefinite confinement was imposed overnight as the epidemic spread. For many businesses, this means reorganizing the daily professional life of their staff in a very short time. How to deal with this new work environment? How can a well-organized telecommuting system help in times of crisis? And how can this organization process be optimized?
The benefits of well-organized telecommutingA health crisis on the scale of the COVID-19 pandemic has direct consequences for businesses, particularly on day-to-day operations. Each company will adapt to the current situation differently, taking into account the particular constraints and challenges of its business activity and market space. Reorganizing work to accommodate telecommuting is essential. Telecommuting prevents employees – especially those who are asymptomatic – from infecting others, and keeps employees who are well safe. And it makes it possible for businesses to continue their activities, which is important to their own survival and important for the economy as a whole during this global crisis. It is up to the individual company to decide whether or not to allow their employees to work remotely. In general, the feasibility of telecommuting depends on the nature of each job, availability of technology, and logistical or regulatory constraints. In an ideal world, it is important to identify and set up the technology and systems your staff needs to telecommute in advance. But if you’re scrambling to make it happen in the moment, using a collaborative table to organize the logistics may be just what you need.
The collaborative tool that simplifies the implementation of telecommutingOrganizing telecommuting for a large number of employees can quickly become a complex puzzle. The ability of individual employees to continue to work depends on their jobs, technological or other constraints, and the personal constraints of the employee. Using a shared table is a good way to implement remote work on a large scale: it’s fast, intuitive, rigorous, yet flexible! Support for this tool can be assigned to someone on the HR team who will maintain centralized information for everyone in the company. The tool can be shared with managers, who can modify individual employees’ permissions to see all or parts of the table. The elements in the table might include:
- Full name of the employee
- Name of the manager
- Capacity to work (job’s potential for remote work, need for support or equipment, needs approval from the client or manager, personal constraints limiting ability to work while confined to home)
- Proof of work authorization, if relevant (to be attached)
- HR validation
- Comments (by the employee, his manager, and HR)