Teleworking is a flexible way of organizing work where the physical presence of the worker in the company is not required during working hours.
In Spain, it was minimally established compared to most European countries. It has been during the recent pandemic when it has become a widespread practice in a large number of companies in our country. This sensitive situation quickly made companies move their workforce to homes with the implementation of teleworking, having to adapt from March 2020 to the present day, where many companies continue under this form of work. It is also true that a return to normality is beginning to be perceived. Motivated by this, much debate is being created about whether it is, in the long run, a positive measure or not for companies and their workers.
On the one hand, many companies see remote work as an opportunity, but others as a potential problem that possibly harms the development of the company by perceiving a negative effect on teamwork or on productivity itself of some positions. At the worker level, the opinion about it varies a lot according to personal circumstances in many individual cases: possibilities and space in the house, savings in travel times, and even one's personality.
Even though telework has arrived unexpectedly in our lives, many sectors will not be able to depend on this form of work in the long term, since the physical presence in the company of some is essential, as is the case of factories or more operations and logistics units or even sectors such as catering. On the contrary, a large part of the service sector or certain areas of companies (administration, sales, marketing) may be much more suitable for this type of work.
From companies, what has been most questioned about teleworking has been whether the way of performing the function is sufficiently productive and autonomous to be able to continue to be implemented in the long term without having to go to the company.
As has always been said, extremes are not the most convenient scenarios, and people are already beginning to talk about mixed formulas (2 days teleworking and 3 office days or vice versa) that allow them to benefit from both practices. In fact, in a survey carried out by Adecco, it is indicated that 77% of companies are in favor of working in a mixed model, implementing face-to-face and remote work even though the health situation already allows them to return.
We can affirm, as was well reflected in the opinion article of the newspaper El Mundo on May 23, that now is the moment when more companies are reflecting on which measure will be the most suitable in terms of non-presence. And many employees wonder if face-to-face will return or if, on the contrary, teleworking will continue to be carried out. Recent polls suggest that workers want mixed formulas with some flexibility.
It is true that, as a result of this extraordinary situation that we are experiencing, a process of humanization and greater socialization within companies is developing. This process refers to the transformation of the workplace. Change the image from a boring and traditional place to a place of leisure and socialization, where employees are part of a community and are no longer just workers in the company's facilities. In this way, the days they come to the company, the processes are carried out to get to know each other, collaborate, and work as a team in the best possible way. When employees are happy, they are more productive, and that's really what benefits both parties.
For us to make the best decision, it is important to evaluate the advantages and disadvantages of working from home.
To get the most positive results of telework, at Cerdá we have designed a series of measures that will improve the effectiveness of remote work.
These are the main recommendations:
At Cerdá we have developed an exercise of responsibility in both directions. On one hand, the company has developed a formula that is positive both for the company and for the reconciliation of the personal and professional life of our workers. At the moment that both aspects are not balanced, we will know that the formula is not the ideal one.
On the other hand, workers who are part of the project must make an effort to improve their productivity under this model. We must manage to reconcile how to ensure maximum results for the company. Happy workers will lead us to greater productivity. This higher productivity can be transformed into better results for the company, which will lead to better care of Cerdá's workers.
What no one can argue is that this new way of working has come to stay. We must, from our individual and collective responsibility, make the best possible decision, reinforcing the leadership as a company that we all want.
At Cerdá we are manufacturers and wholesalers specialized in licensing products and children's characters for more than 40 years. Our products help create unique moments of happiness and that is our greatest motivation. In Cerdá we strive every day to make the dreams of our children and clients a reality. Join the Cerdá family!
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