The landscape for remote working deals with working from home due to the pandemic, which has evolved into other ways to include hybrid working solutions, working specific hours at the office and others at home. This has caused a great and huge dependence on technology for work efficiency and interaction.
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Business owners must begin to understand that they should evolve with technology to remain at the cutting edge and lead in their niche. Work has gradually shifted by repetitive paperwork to emails, online meetings and even online fun activities. Adaptability is the key to staying relevant in your chosen field.
Another area of concentration for employers who run businesses, is the fact that many workers might simultaneously run more than one job, multiple full time employment, especially since they can work from any where in the world. It is possible to have your employees and staff be abroad and report on their deliverables as effectively as possible, and it is not a foreign concept.
The danger faced by remote working is that, by the time employees are asked to resume physically, it will be met with a lot of reluctance and hesitation. There is also the possibility that staff might begin to quit jobs as soon as they are asked to resume physically. Remote working is already a huge consideration for people looking to get new jobs currently. It points out to the fact that the retention process for workers should be reevaluated to accommodate some of these changes.
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The area of concern for employers when they make room for remote working is the use of the already built or rented office spaces. It becomes a big question, whether these spaces should be given out or sold, or for the space to be sublet even. The cost of maintenance of an office building that is probably not in use will always run the business at a loss, so adequate thought must be put on this.
Social issues might also arise, as one of the ways to be effective is to learn and glean wisdom from your colleagues. Whether hybrid or remote working, there is a limitation to interaction and social activity. It is possible for a new member of staff to be recruited by the HR, and team members or other member of staff have no idea who it is, or how best to support.
The duty to create a conducive environment that enforces COVID 19 protocol is also very critical. there are specified guidelines like hygiene, use of hand sanitizers, social distancing among others. The priority of the health of the workers will give rise to quality work.
In conclusion, there is no exact rule or law yet in Nigeria that provides for mandatory vaccination by workers. But it can be encouraged at the work place through communication with the team of staff, answering questions and listening to objections on the intake of the vaccine. You might not be able to get everyone vaccinated but you can motivate them, and see the outcome.
Featured image: Flexjobs
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