Remote working, also known as, ‘Work-From-Home’ (“WFH”) has long been an option for many organizations. However, with the onslaught of the COVID-19 pandemic (“COVID-19”), many such organizations were forced to rapidly move towards the remote working culture. Since then, the organizations have undergone various changes to implement the remote working model as against the traditional centralized permanent workplace model.
Not only did COVID-19 have its impact at an individual level, but it had also impacted countries at an economic level. With 2022 on the horizon, it is likely that the COVID-19 would very much still be a fact of life for many of us, which is why it is even more important for organizations to predict and effectuate new workflow trends shaping the year ahead.
Remote working model
Before the pandemic, the idea of remote working was a fantasy to many people, but such practice was not considered to be practicable. There have been mixed reactions from the market in relation to the application of a remote working model. Many studies have shown that employees working from home have displayed a more positive attitude and less exhaustion from work. Studies have also shown that employees working from home have displayed an increase in productivity and flexibility. Remote working also acts as an incentive to attract new talent. The employees also tend to trust their employers a lot more since the working relationship is not as closely monitored, and the employees are allowed a greater degree of autonomy to get on with their work.
Please click here to read the full article by Gerald Manoharan and Prerana Damaraju published in Digital First.
Gerald (Jerry) has over 20 years of experience as a corporate commercial lawyer and has worked with several clients on diverse matters, including investments, corporate advisory, restructuring, mergers and acquisitions, contracting, dispute advisory and real estate.