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Nearly a year ago, companies were put into a position that seemed unfathomable: let your employees work fulltime from home.  Teams that were willing to pivot and invest in a fully remote workforce are thriving. In many IT based positions, deliverables are up and companies are enjoying a more diverse pool of candidates available to them. 

The forced changes over the past year make it clear that most technology positions should be considered remote first.  Thriving employers shouldn’t mandate their employees’ return to on-site work and should continue to hire a remote workforce after the pandemic is over.  

The argument to bring successful, productive employees back to work is impractical. According to Gallup, nearly two thirds of workers in the US who have been working remotely during the pandemic would prefer to continue their new routine. 

Remote Work Doesn’t Hurt Company Culture 

Increasingly, the Talener team is hearing the call from leaders and HR teams to bring employees back-on-site because the company ‘culture’ is hurting.  What is company culture, how is it measured and quantified? And what is the link between the time spent in a physical office and productivity?  

Culture should not be an argument for bringing a successful remote employee back into the office. Using culture to explain lagging company performance due to broader economic factors like changed customer behavior or pandemic related restrictions is not the answer.   

How do you tell an employee whose production and delivery are good that they need to come back on-site because of corporate cultural insecurities?  With so many remote opportunities, forcing good employees back to the office sets them up (particularly in tech) to potentially look elsewhere.  

It would be easy to blame attrition on lack of culture rather than a lack of employee growth or better compensation elsewhere. Not every job has an unlimited ceiling for growth. People change jobs for real personal and professional reasons – not because of physical proximity to their co-workers.   

The Transition is Over. This is Transformation 

Last year, we upset decades of work culture and business standards in the blink of an eye.  We completely altered how we work, when we work, and with whom we work. It was a fast and furious transition that left many organizations and employees behind in its wake. But now, it is time to stop treating the move to remote work as a temporary transition period.   

It is certainly a period where we continue to learn about how to function successfully, but it is not a temporary situation anymore. Changing the fundamental 9 to 5 routine, bookended by a daily commute has not been easy.  There was no roadmap for such a transition.  This was and will continue to be a learning experience where organizations are quite literally rewriting the history of labor, productivity, and business relationships in real time. We are transforming the future of hiring, employing, and retaining talent. 

It does no one any favors to fall back into comfortable norms like curating an on-site culture of standard production hours. In fact, it stifles the very thing that companies are trying to do; innovate and be the best in their industry.  We have the opportunity to use this forced change as a catalyst to expand workforce possibilities, erasing regional borders and tapping into a more diverse (and potentially more talented) candidate base.

The Talener team is ready to help you streamline your remote IT recruiting and hiring process. We can give you the tools to build a remote technology team. For more information, get in touch with us today.

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