December 1, 2022

The new era of working remotely has completely changed the patterns of work pattern. Although the question arises that ‘Is working remotely worth it?’ Many employees of today are pleased about the work styles patterns. In fact, remote working is popular within staff of many companies and it seems very difficult to completely return to the way they used to work. It’s too late. It’s clear that doing remote work doesn’t completely disrupt a business in the industry, so persuading everyone to return to their previous way of working never works. In addition, COVID-19 forced us to do so, and many companies have realized the benefits of remote work.  

  • It’s clear that working remotely doesn’t completely disrupt the industry.

These are good reasons to integrate remote work as an important part of the functionality of publishing business. Employee satisfaction, work-life balance, process and productivity improvements. But unfortunately, there are also bad reasons. When companies try to think of ways to shift remote work from crisis response to long-term workplace policy changes, the underlying reason for the decision-making process is the medium- to long-term viability of such workplaces will affect.

The worst reason, unfortunately, is that many business owners want to reduce office space and staff labor costs, primarily by shifting to a remote work style. Not just in the gaming industry, but in all the other industries you can mention. Some companies have already begun the process of reducing office floor space and migrating the rest to a hot desk environment. The idea is that employees mainly work from home and when they enter the office they work by placing their laptops on an empty desk.

Of course, there are so many ways to introduce something like a hot desk, some of which are worse than others. 

Moving to the remote work paradigm will result in little actual cost savings. In fact, if a company takes this seriously, it should estimate the cost per employee of a remote worker slightly higher than that of an in-office worker. This is because keeping staff together in the office is effectively combined and can now discount many costs that are distributed to individual staff.

Did you expect your employees to pay for broadband, lighting, heating, home office space, and high-quality office furniture and equipment? Sure, a lot of staff were doing it this year, but this year was a crisis-hopefully only once. If remote work becomes the default way of working, the grace period will soon expire.

Since the beginning of this year, some people have tended to be a little fundamentalist about remote work. Perhaps afraid to return to the old state of affairs after a pandemic, those who have enjoyed the new arrangement will blame those who question it. The fun of new flexibility-cutting commuting to spend more time with your family, eventually moving out of the city and saving money while still living in a big house- Makes us think that this is what everyone needs.
As the destructive nature of COVID-19 will not reverse the gradual urbanization trend of thousands of years. Making the most of the flexibility provided by remote work is appealing to many, but for many, urban life is actually fun and for meaningful employment. It’s not an evil to put up with. As companies implement remote work regulations, there will be a cultural gap between the employees of these two groups, which will require very close attention and control.

Some staff will be close and frequent offices due to work needs and social aspects. Also, some staff value the “remote” aspect of remote work, and they will come to the office very infrequently. Great effort and careful management are required to prevent such gaps from consolidating in the clique, especially to prevent remote workers from being locked out of the decision-making process and opportunities. Balancing the true benefits of physically working together and sharing ideas with each other, which is essential to many creative processes, is a very difficult problem to solve.

Older employees, longtime colleagues, are far superior to new employees who are struggling to build social relationships with people they can only meet at Zoom. Teams working on long-term projects with established goals are doing pretty well, while teams trying to start new projects have slower skills for online collaboration and effective brainstorming. It is stagnant because it has stopped storming completely. Combining this with cost will not save you, let alone save you money. And the trickiness of managing social relationships within a company, where some staff are remote and some are in face-to-face contact, for people like this and others. A huge challenge awaits.

But in the end, it’s worth doing, and probably inevitable. This is because staff who have experienced how effective remote work is willing to go back to the old paradigm. Remote work, along with other work styles, must find a place that is well-established, accepted, and well-considered as part of a company’s capabilities. Successful people are those who have the right purpose in mind, are flexible, and are willing to approach remote work policies to make these policies and systems work well for everyone involved.

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