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    Remote Working

    “Remote working is defined as working somewhere other than the office one day a week or more.”

    The employer perspective:

    If you have hired recently, then you may be well aware of the shortage of talent out there. Often managers stick to what they know and past generations have the idea that ‘good’ work happens from 9am to 5pm, in offices around the city, but for future generations who have been brought up on e-commerce and communications, this will not do.

    In order to attract the most highly skilled attorneys, clients need to show flexibility as remote work is now becoming the normality.  One study found that 52% of all employees work remotely at least one day per week.  With so many employees doing this, companies need to keep up with their changing role as their employer or manager.   For it to be effective you may need to find new ways to communicate information and keep your employees on task!

     3 steps to Managing Remote Employees

    1. Use communication tools – this can be as simple as email, phones, video conferencing and instant messaging software.
    2. Track Employee Time – time and attendance software can help with this as employees may not only commit time theft but may in some cases not be able to separate work and home time and may work too much.
    3. Monitor Projects – this can involve project management software or just making sure an employee understands your expectations.

     There are however many motivations for companies to take on remote working practices. You have to consider that every company is unique therefore each will find different benefits from remote working.

    Some of the common benefits to a company are:


     The employee perspective:

    As more and more people are starting to work from home, it comes with a many  advantages for the employee which will lead to a happier workforce:

    Employees will benefit from:

     As a specialist headhunter within the patent profession, we frequently approach patent attorneys beyond a comfortable geographical reach to the client. Often, location is cited as the reason for declining continued interest. We often wonder, if clients were more flexible and offered remote working, would we be able to help people realise these opportunities?

    In the work we carry out, we have come to realise that this flexible arrangement of working is necessary in order to attract the best people and for companies to accept that the modern world of work must now compete with many other employee pressures and commitments outside of the company.

     Employers need to be conscious of the fact that if this isn’t part of company culture, then they may be losing out on talented people who are opting to work for other companies who are willing to accommodate their lifestyles.



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