EMPLOYEE RELATIONS IN A REMOTE WORKING ENVIRONMENT
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| (Image source : Luke,2020) |
Remote work, also known as telecommuting or teleworking is one of the emerging work arrangements in the current work contexts. With the advancement of technology, remote work has enabled employees to work from anywhere at any time.
According to a research article published by Timothy Golden, remote work is defined as a work arrangement that involves the use of information technology to enable employees to work from home or other remote locations, with the expectation that they will remain connected to the organization and their colleague. (Golden & Veiga, 2005). Remote working can be separated into two segmentations further as working from home and working from anywhere. (Jackson & Fransma, 2018) Choudhury defines working from home as a work arrangement where the employee works within a specific distance from the corporate office, usually within 50 miles, but not necessarily from their own home. It is noteworthy that most workers who work from home operate from their homes. He further highlighted that working from anywhere means the flexibility of geographical location. This enables employees to select an area with lower living costs of living, and the flexibility to migrate in addition to choosing flexible working hours (Choudhury, et al., 2019)
History of remote work
The history of telecommuting or remote work dates back to the 1970’s where the term "telecommuting" was first coined by Jack Niles in his book "The Telecommunications-Transportation Tradeoff" . With the introduction of computer and communication technologies where employees used fax, telegraphs to communicate with their colleagues and maintained a remote work relationship. Jack highlighted that remote work or telecommuting was seem as a solution to help alleviate traffic congestion and reduce the environmental impact of commuting.
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| Jack Nilles : The Telecommunications-Transportation Tradeoff |
In 1979, Frank Schiff wrote an article for the Washington Post called "Working from Home Can Save Gasoline," which popularized the concept of telework. With the advancement of technology in 1990 such as email, video conferencing, and high-speed internet telecommuting or remote work started to get more wildly adapted. The early 2000s saw a significant increase in remote work, driven by advancements in mobile technology and the growing availability of Wi-Fi. Many companies began to offer remote work options to their employees to attract and retain talent, and to reduce the costs associated with maintaining large office spaces. (Egan & Kurland, 2002) In 2010, US Federal government passed the telework enhancement act in order to improve the security and effectiveness in telecommuting which took a huge stance in the remote work history. (Allied, 2020) With the onset of COVID -19 in 2020, organizations had to forcedly adapt to the remote work culture in order to ensure the continuity of business, However it is noteworthy that there were many large scale organizations such as Amazon, Apple etc. that offered remote work options prior to COVID-19 (Glassdoor, 2019)
Ever since, the remote work culture has been growing with more than 35 million people working remotely at present. (Graziadio Business Review , 2022)
The Dynamics of Employee Relations in Remote Work:
Several research studies and books have explored the topic of remote work and employee relations.
Employee relations in a remote work environment can be quite different from those in a traditional office setting. One major difference is the level of communication among supervisors and other team members. In traditional office, employees are able to communicate directly, and have face to face interactions but in a remote work communication can be difficult due to lack of physical presence and reliance on tech mediated communication. A study conducted by (Golden & Veiga, 2005) suggested that employees in a remote work environment experience lower levels of communication with their colleague’s and superiors with respective to a traditional office environment. The study elaborated that remote working employees are more likely to experience feelings of isolation and disconnection from their colleagues and the organization as a whole. Moreover, an article on Harvard Business Review highlighted that out of 1153 remote working employees, 1100 of them isolated and treated poor by other colleagues in their organization. remote working employees (Grenny & Maxfield, 2017)
Survey results : Harvard Business Review
In addition to this, remote working can also lead to change in the frequency, quality, and mode collaboration between employees. This can also lead to a significant degrade in the employer- employee relationship causing managers to have less control over their employees.(Reinsch, 1999) In a remote working environment , it can be difficult to send and receive immediate feedback and affective signals. (Hallowell, 1999) Virtual distance from others at work can also transform into psychological distance - becoming “out of sight, out of mind”. (Mccloskey & Igbaria, 2003)
On the contrary, research in remote work has identified that the productivity and mental health of remote work employees can be better than the traditional working environment employers as remote working allows employees to control ambient workspace elements such as clothing, layout, music, ventilation, etc. (Gajendran & Harrison, 2007) In addition to this, individuals with families were happy due to increased socialization at home. Remote work also removes the need for commuting and reduces the stress from endless traffic jams from remote employees thus resulting less frustrated and less stressed employees, promoting better work relationships and less conflicts.
Another difference is the level of autonomy and trust between employers and employees. Trust pays a key role in employee relations and can be crucial factor in remote work. In fact, remote work requires a high level of trust on the part of employers, as they must trust their employees to be productive without direct supervision. This requires managers to change their strategies for monitoring employees from behavior-based to output-based controls (Cooper & Kurland, 2002) . As such managers will requires software such as time tracking software to monitor the working hours and project management software to monitor employee project performance. However, in order to maintain a positive relationship between employers, the managers must be able to have a good balance in using technology and allowing for autonomy and trust, as excessive monitoring may lead to a lack of trust and disengagement among remote workers. (Cascio & Montealegre, 2016)
In addition to that, it is important to note that trust must be established and maintained through effective communication and clear expectations, as lack of communication can lead to distrust and ultimately lower job satisfaction (Chen, 2015)
Remote work can also impact company culture due to its misalignment of employee relations with the organization. A study published in the Journal of Business and Psychology found that remote workers reported lower levels of organizational identification, which refers to the extent to which employees feel connected to and a part of their organization. (Golden & Veiga, 2005)
Strategies to promote employee relations in remote work
- Have regular communications and check-ins with your employees
A study by Kossek & Lautsch suggests that regular communication and check-ins can help managers and remote workers maintain a sense of connection and support. The study recommends establishing clear communication guidelines, such as protocols for timing and mode of communication, and encourage open communication between managers and remote employees Additionally, it suggests that managers to make an effort to build personal relationships with their remote employees to foster rapport and trust, which could involve showing interest in their personal lives and hobbies. (Kossek & Lautsch, 2018)
- Prioritize communication
Clear communication is critical for successful remote work interactions. (Golden & Veiga, 2005) suggest that managers that prioritize communication and facilitate them with the enquired communication channels have been able to foster healthy relationships with their remote working employees. (Golden & Veiga, 2005) Furthermore, a survey conducted by Owl Labs found that, 89% of remote workers said that video conferencing was an essential tool for collaboration, underscoring the significance of having the right tools and resources available (Owl Labs, 2020)
- Promote social interaction
A study by (Golden & Veiga, 2005) highlighted that when remote workers felt connected to their other employees and supervisors, it contributed in higher level of participation. Creating virtual get togethers, having a chat program, celebrating birthdays, promotions via video conferences, creating employee groups are some of the activities that can be promoted by the organization to enhance social interaction. When employees are connected work relationships become more meaningful, management is perceived as approachable by employees, improves teamwork between individuals and individuals, coworkers show concern for one another and develops a positive work environment. (O'neill, 2022)
- Foster a culture of trust and autonomy
High levels of management trust are necessary for remote work. Giving remote workers the opportunity to control their own workloads and schedules is crucial for developing a culture of trust and autonomy. Utilizing technological software, managers must monitor their employees but they must also be fair to maintain a balance. (Cascio & Montealegre, 2016)
- Set clear expectations with a roadmap and timeline
Clear expectations and objectives might encourage remote workers to feel more involved and motivated at work, promoting employee relations. Therefore, managers must communicate their expectations clearly and ensure that remote employers are aligned with the overall goal of the organization. (Gajendran & Harrison, 2007).
How to keep your remote employees engaged?
In conclusion, managing employee relations in a remote work environment can be challenging compared to the traditional working environment and requires a proactive and deliberate approach. Communication and collaboration are key to maintaining a positive and productive relationship between employers and employees. Employers need to prioritize building trust, providing support, and setting clear expectations. Employers can create a sense of community and encourage social engagement to help remote workers feel connected to their team and feel committed to the organization.
References :
Allied, 2020. www.alliedtele.com. [Online]
Available at: https://www.alliedtelecom.net/the-history-of-telecommuting/
[Accessed 13 04 2023].
Cascio, W. F. & Montealegre, R., 2016. How technology is changing work and organizations.. Annual Review of Organizational Psychology and Organizational Behavior, Volume 3, p. 349.
Chen, Y., 2015. Does telecommuting enhance or hinder work-family integration? Examining the influence of communication technology, social media, and boundary management strategy.. Journal of Business and Psychology, 30(2), p. 355.
Choudhury, P. R., Foroughi, C. & Larson, B., 2019. Work-From-Anywhere: The Productivity Effects of Geographic Flexibility. Strategic Management Journal, 2(1), p. 03.
Cooper, C. D. & Kurland, N. B., 2002. Telecommuting, professional isolation, and employee development in public and private organizations. Journal of organizational behavior, Volume 23, p. 511.
Egan, T. D. & Kurland, N., 2002. Telecommuting… Out of Sight, Out of Mind? Personal and professional issues for those planning to ride the telecommuting wave.. Graziadio Business Review, 2(4).
Gajendran, R. & Harrison, D., 2007. The Good, the Bad, and the Unknown about Telecommuting: Meta Analysis of Psychological Mediators and Individual Consequences. Journal of Applied Psychology, 92(6), p. 1524.
Golden, T. D. & Veiga, J. F., 2005. The Impact of Extent of Telecommuting on Job Satisfaction: Resolving Inconsistent Findings. Journal of Management, 31(2).
Graziadio Business Review , 2022. https://gbr.pepperdine.edu/. [Online]
Available at: https://gbr.pepperdine.edu/
[Accessed 13 04 2023].
Grenny, J. & Maxfield, D., 2017. Harvard Business Review. [Online]
Available at: https://hbr.org/2017/11/a-study-of-1100-employees-found-that-remote-workers-feel-shunned-and-left-out
[Accessed 13 04 2023].
Hallowell, E. M., 1999. The human moment at work. Harvard Business Review, 77(1), pp. 58-64.
Jackson, L. T. & Fransma, E. I., 2018. Flexi work, financial well-being, work–life balance and their effects on subjective experiences of productivity and job satisfaction of females in an institution of higher learning. South African Journal of Economic and Management Sciences , 21(1).
Kossek, E. E. & Lautsch, B. A., 2018. Work–life flexibility for whom? Occupational status and work–life inequality in upper, middle, and lower level jobs.. The Academy of Management Annals,, 12(1), pp. 6-36.
Mccloskey, D. & Igbaria, M., 2003. Does "Out of Sight" Mean "Out of Mind"? An Empirical Investigation of the Career Advancement Prospects of Telecommuters. Information Management Resources Journal, 16(2), pp. 19-34.
O'neill, M., 2022. ocial Interaction and Engagement While Working Remotely. [Online]
Available at: https://bench-builders.com/managing-complexity/engagement-while-working-remotely/
[Accessed 13 04 2023].
Reinsch, N. L., 1999. Selected communication variables and telecommuting participation decisions: Data from telecommuting workers. Journal of Business Communication, Volume 36, p. 247.
This blog comprehensively examines remote employment, including its history, benefits, and challenges. Remote work, facilitated by technology, has become an increasingly popular option, allowing employees to work from home or anywhere with flexible hours. While remote work has advantages such as greater productivity and a better work-life balance, it also has drawbacks such as communication issues and psychological distance, which can impact employee relationships.
ReplyDeleteWhat types of collaboration tools are most effective for remote teams?
Thank you for your comment Niluka! I am glad you found the article informative. Indeed, remote work has become more popular in recent years due to advancements in technology and changing work styles. As you mentioned, while remote work offers many benefits, it also presents challenges such as communication and isolation.
DeleteTo address these challenges, remote teams can utilize various collaboration tools to facilitate communication, such as video conferencing, instant messaging, and project management software. In a study by Buffer, a social media management company, 89% of remote workers reported using video conferencing tools, and 85% used instant messaging (Buffer, 2019).
Video conferencing is an effective tool for remote teams as it allows for face-to-face communication and promotes a sense of connection among team members. Instant messaging tools such as Slack can facilitate quick communication and reduce email clutter, allowing for better collaboration and productivity. Additionally, project management tools such as Trello can help remote teams stay organized and on track with project deadlines. I use Trello and ZOOM often to collaborate with my remote team and I think they are great tools!
In your experience, what collaboration tools have you found most effective for remote teams? Have you encountered any challenges or drawbacks when using these tools?
Great article on employee relations in a remote working environment! As the authors point out, clear communication and trust are key factors in maintaining positive relationships between employees and their managers. One study found that frequent communication and feedback can help to build trust and improve job satisfaction (Cascio & Shurygailo, 2003). Another important factor is providing opportunities for social interaction, which can help to prevent feelings of isolation and loneliness among remote workers (Golden, Veiga, & Dino, 2008). Overall, it's important for managers to be proactive in addressing the unique challenges of remote work, in order to maintain a strong and productive team.
ReplyDeleteI completely agree with your points Praveen! Communication and trust are indeed crucial factors in maintaining positive employee relations in a remote working environment. Additionally, providing employees with the necessary resources and support is also important for their success in remote work. A study found that providing employees with training and support for remote work can lead to improved job performance (Golden et al., 2008). Therefore, it is important for employers to ensure that their remote workers have access to the necessary resources and support to effectively carry out their job responsibilities.
DeleteHow can managers ensure that remote employees are not overworked or experiencing burnout, given the potential for longer work hours and blurred work-life boundaries in a remote work environment?
The academic blog post provides a comprehensive overview of the history of remote work and the dynamics of employee relations in remote work environments. It highlights the advantages and disadvantages of remote work, which is useful for anyone who is considering or currently working remotely.
ReplyDeleteOne question that comes to mind is how can organisations improve communication and collaboration among remote employees? The blog post identifies the challenge of communication and isolation in remote work environments, which can negatively impact employee relations. However, it does not provide specific solutions to this problem. It would be helpful to know how organisations can facilitate effective communication and collaboration among remote employees, such as through the use of technology, regular virtual meetings, or other strategies.
Overall, the blog post is informative and well-researched, providing a valuable overview of the history and dynamics of remote work. However, it could benefit from providing more concrete solutions to some of the challenges identified in remote work environments.
Hi George! I appreciate your comment and agree that effective communication and collaboration are critical for remote work success. I would like to point out that the blog post actually does provide specific solutions to the challenge of communication and collaboration in remote work environments.
DeleteAs mentioned in the blog post, (Golden & Veiga, 2005) suggest that managers who prioritize communication and facilitate it with the required communication channels have been able to foster healthy relationships with their remote working employees. A survey conducted by Owl Labs found that 89% of remote workers said that video conferencing was an essential tool for collaboration (Owl Labs, 2020).
For example, the post mentions the importance of utilizing technology and virtual meetings to facilitate communication and collaboration among remote employees. It also emphasizes the need for managers to prioritize communication and create opportunities for social interaction among remote workers.
In addition, the blog post suggests that organizations can promote teamwork and collaboration by using project management tools, establishing clear communication protocols, and providing training and resources to remote workers in order to facilitate effective communication and collaboration among remote employees.
Also if you watch the attached YouTube video it speaks about having internal communication policies (2:36) minute, virtual team building activities (5:23) minute. Let me know if you have any other questions!
The article provides a comprehensive overview of remote work, including its history and how it has become increasingly popular, especially during the COVID-19 pandemic. The author also highlights the dynamics of employee relations in remote work, including the importance of communication and trust in maintaining effective working relationships. I agree with the author's perspective on this issue as communication and trust are essential for successful remote work. According to Edwards and Rees (2011), effective communication is necessary for the success of global organizations as it helps in building trust among employees, and this is critical in remote work. Additionally, Marchington and Wilkinson (2020) suggest that trust is important in creating a supportive and positive work environment, which is essential in remote work settings. Therefore, organizations should focus on promoting communication and building trust to ensure that remote employees feel supported and connected to their colleagues and the organization. Finally, I agree with the author that remote work is here to stay, and organizations should continue to invest in developing policies and practices to effectively manage remote workers. (Briscoe, Schuler, & Tarique, 2012).
ReplyDeleteThank you for your valuable input Hassaan. I agree with your assessment of the importance of communication and trust in remote work. Building a strong virtual team culture can be challenging, but it is crucial for the success of remote work. In addition to the strategies you mentioned, organizations can also consider providing training and resources for remote workers to improve their communication skills. A study by Zaccaro and Lowe (2020) found that training in communication skills for remote workers led to improvements in team performance and employee job satisfaction.
DeleteHow is your experience with remote work? Have you ever worked remotely?
According to Chanana and Sangeeta (2020), Organisations are aware that the key to success are engaged employees and thus they look forward to keep them satisfied throughout the pandemic circumstance as well.
ReplyDeleteAgree with you! The COVID-19 pandemic accelerated the growth of remote work, forcing many organizations to shift to remote work quickly. According to a survey by Gartner, 88% of organizations worldwide have encouraged or required their employees to work from home due to COVID-19 (Kearney, 2020).
Delete