Managing Remote Workforce Challenges
Although not suitable for every role in every company, for those roles where the employee can successfully achieved their duties whilst being based from home 100% of the time, there are huge benefits to be had not only for the company, but also the employee. However, hiring a truly globally remote workforce doesn’t come without its challenges, especially for the HR department. Let’s take a look at some of those challenges.
Legal and regulatory requirements
Employers need to make sure that they are complying with all local laws and regulations in the country where the employee will be working. This includes things like taxes, labor laws, and health and safety regulations. This is usually fine when you are employing an individual in the country that your HR team are located and have legislative knowledge of, but it can be a major hurdle when venturing into employing in a new territory.
Pay and benefits
Employers need to make sure that they are providing employees with pay and benefits that are in line with local standards. This includes things like minimum wage laws and benefits like healthcare and pension plans. Again, the lack of knowledge to know what is ‘the going rate’ for that role in a particular country can make the recruitment process difficult.
Communication and collaboration
Employers need to make sure that they have systems in place to communicate and collaborate with employees who are working remotely. This includes things like video conferencing, instant messaging, and shared calendars and documents. Fostering a culture of open communication will help massively here. Encourage remote workers to speak up and share their ideas and concerns. This helps to create a culture of open communication where everyone feels valued and heard.
Employers need to consider the time zones where employees are working and schedule meetings, calls and other work-related activities accordingly. Having flexi hours available for remote workers will help to allow all team members across the globe to find time to collaborate together.
Employers need to be aware of cultural differences and try to provide employees with support and resources to help them navigate these differences. It’s important to understand that people from different cultures may have different perspectives, beliefs, and values. It’s essential to respect these differences and be open-minded towards new ideas. Thankfully, there are a range of cultural training providers that can help you here.
Employers should also consider the support they provide to employees who are working remotely. This includes things like mental health support, access to resources and training, and support with relocation. In addition to the support from the internal HR team, again, there are a large number of providers that will be able to provide the support your globally remote workforce need.
A lot of difficulties can be easily overcome by using Agility EOR as your employer of record provider. We take the hassle out of the HR, payroll, benefit and compliance challenges; allowing you to help foster your internal communication culture to reap the benefits that a globally wide talent pool can bring to your business.