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Why remote work fails but outstaffed DOESN’T

Why remote work fails but outstaffed DOESN’T

More and more Millenials are interested in remote positions. Everyone wants to travel the world, simply take a laptop to the beach and make millions per year sipping a margarita. Be honest, don’t YOU want it?

Nevertheless, let’s make a quick reality check. Actually many CEOs try to minimize the number of remote workers at their companies because often these working arrangements seem to fail.

It’s a proven fact that remote employees face difficulties at work. As a result, both the employee and employer become disappointed in such collaboration. Experts give a number of reasons for that.


1. “Remote – ness”

Problem: humans are naturally social, that’s why many of us suffer when isolated. Remote workers, especially those working at home, are prone to depression and apathy due to lack of human interaction. Of course, this has a negative impact on productivity and performance at work.

In an effort to battle this problem, many employees try to work in cafes or rent a desk at coworking spaces.

Solution: getting an outstaffed remote employee is different. Outstaffed worker does his job remotely from your office, but AT the office in his location. Such employee has plenty of colleagues, socializes every day, attends team building events, etc. Isolation does not affect his performance, as he doesn’t experience it.

2. Lack of communication

Problem: if it’s your first time hiring a remote worker you are likely to experience difficulties with communication. Lack of experience, necessary tools, and software can all affect productiveness and lead to failed deadlines and tasks. The situation can get even worse if your employee is working remotely for the first time, or from a completely different time zone.

Solution: companies usually turn to EOR to hire a new employee. First of all, make sure to choose a company located in a similar time zone as you. Get EOR assistance, usually, your partner company will gladly provide additional training, advise necessary tools and help to set a KPI when possible to ensure smooth workflow.

3. Poorly defined position

Problem: you hire a person to work remotely, the worker has sufficient experience, good recommendations, and qualifications but still fails. Why? Because if you don’t specify the tasks carefully, even those which seem automatic to you, your new worker will not grasp them. He does not experience the job as you do, he has significantly less communication and it takes him much longer to understand inside processes of the company.

Solution: your EOR has years of experience with managing remote workers successfully. Employers of record always have an inside reporting system, managers keeping up with the progress of the project. Thanks to their expertise they are able to ensure productive collaboration between your company and a remote employee that they provide.

4. Lack of employer-employee relationship

Problem: companies that lack experience in collaboration with remote workers often neglect the importance of communication. Remote employees often get left out of chats and mailing, don’t get sufficient information about the work process, feel left out. Poor communication leads to the absence of a human relationship with management and can cause confusion and decreased motivation.

Solution: when you outstaff an employee from an EOR, you get the burden of team-building and work motivation off your shoulders. EOR is responsible for salary, bounty and any other ways to encourage productivity. You worker also get a manager that will serve as an additional route of communication between you two.

5.  Bad recruitment

Problem: not everyone is suitable for remote positions. Some people are naturally disciplined and responsible, others need additional motivation to be productive. Remote work requires a lot of concentration and commitment. It is also affected by character as some people need human interaction more than others. Keep in mind, finding that perfect candidate isn’t easy, and hiring the wrong one will waste a lot of time and money.

Solution: Employer of Record has years of experience in providing successful remote workers. They know how to recruit, train and motivate. Moreover, you are not legally committing to one particular employee, so if it doesn’t work out, you can quickly change to a different one.

All in all, both remote and in-house employees face problems at work. Everyone can get confused, frustrated or demotivated. Often, managers spend a lot of time researching and battling typical issues, but totally ignoring remote positions. Successful collaboration is a 50/50 commitment from both employer and employee.

Getting an outstaffed worker from an EOR helps soften up those shard edges and enable productive collaboration from the start. Often it is both an easier and cheaper solution, especially if you are in a rush to get the job done.