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Personnel offshoring
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2023: Companies with fully remote work grow 4 times faster than competitors
Companies with fully remote work are increasing revenues four times faster than competitors who require employees to be in the office. This conclusion is contained in a study published in November 2023, conducted jointly by analysts Scoop Technologies and Boston Consulting Group.
According to them, remote work has two main advantages for business development:
- it involves faster selection of candidates and a wider geographical run-up;
- companies using "remote work" have a high level of retention of their employees.
As part of the report, experts analyzed data from more than 500 companies from 20 sectors "from technology to insurance" with a total staff of more than 25 million people, that is, the results can hardly be explained by an accidental deviation. The indicators were also weighted by industry so that faster-growing areas with a greater share of remote employment did not distort the result.
According to the survey, among companies that really need full-time work of employees, only 6% need four public days, and most - two or three. Previous research by Harvard Business School assistant professor Pritwiraj Chowdhury found that just one or two days in the office is the ideal environment for hybrid work, as it gives workers the flexibility they crave without the isolation inevitable with fully remote work.
The Scoop Technologies and Boston Consulting Group study said companies requiring employees to have a partial presence in offices (a few days a week) increased sales twice as quickly as those who worked full-time in the office. In the case of fully remote work, the difference in income was even greater in her favor.[1]
2022: Top 10 cities where the number of remote workers is growing fastest
In October 2023, the Nomad List service, which accumulates information about the possibilities of remote work in different parts of the planet, published a rating of cities in which the number of remote workers is growing the fastest. In the first place is Tbilisi, where the number of people working remotely from 2018 to 2022. increased by 246%. This was partly facilitated by the migration of Russians, caused by the start of the military special operation of the Russian Federation in Ukraine and the partial mobilization that followed it.
In 2021, the number of remote workers in Tbilisi soared by 690%, in 2022 - by 60%. Thus, the growth rate has slowed significantly, and by the end of 2023, the indicator is expected to decline. Earlier, Tbilisi took second place in the ranking of the best cities for remote work, prepared by the tourist publication Big Seven Travel for the so-called "digital nomads." The capital of Georgia lost first place to Tallinn, which topped the top 50. According to the study, over the past few years, the capital of Georgia has made a breakthrough in the world of "digital nomads."
According to the Nomad List rating, Mexico City and Porto with dynamics indicators of + 155% and + 150%, respectively, are among the three fastest growing world centers for remote work for the period 2018-2022 Tokyo. took first place as the fastest growing direction for remote employees in 2022 - according to the results of this period, the number of remote workers in the city increased by 369%. According to the Nomad List, from 2018 to 2022. the number of remote employees in Tokyo increased by 67%. Japan There is no visa for remote employees, but there is a visa-free agreement with 70 countries and regions that allows visitors to stay for up to 90 days. However, the government is considering a visa programme for remote workers travelling around the world[2]
2021
In Portugal, it was legally forbidden to call employees remotely during non-working hours
On November 5, 2021, remote workers in Portugal can get a healthier work-life balance under new labor legislation approved by the country's parliament. Under the new rules, employers can be fined for contacting workers after hours.
The new rules approved are a response to the rapid spread of home work as a result of the COVID-19 pandemic, Portugal's ruling Socialist Party said. Companies will also have to help pay for costs related to remote work, such as higher electricity and internet bills. However, the amendments to Portugal's labour laws have their limitations: they will not apply to companies employing fewer than ten people.
Employers are also prohibited from monitoring their employees when they work from home. However, the proposal to include the so-called, right to disconnect, the legal right to turn off work-related devices after hours, was rejected by Portuguese parliamentarians. Companies must also now pay the costs that workers incurred as a result of switching to remote work. This may include electricity or internet bills, but not water. Employers can write off these costs as business costs.
The new rules are also good news for parents of young children, now they have the right to work from home without a prior arrangement with their employer until their child is eight years old. Measures to combat loneliness are also included in the rules of remote work: companies must organize personal meetings at least once every two months.
Portugal became the first European country to change its rules for remote work in January 2021 in connection with the COVID-19 pandemic. Temporary rules made remote work a must-have option, with a few exceptions, and obliged employers to provide their employees with the necessary tools to do work at home.
 | While remote work during the COVID-19 pandemic has brought new flexibility to many, issues such as unequal access to IT equipment have shown the need for government intervention. The situation has accelerated the need to regulate what should be regulated, "said Portuguese Minister of Labor and Social Security Ana Mendes Godinho. |  |
According to Mendes Godinho, the formation of a healthy culture of remote work can bring Portugal and other benefits in the form of foreign remote workers who want to change the situation. The Minister of Labor, noted that Portugal is one of the best countries for living and conducting its activities on a remote basis, and the country's government will continue to contribute in every way.[3]
82% of workers intend to work at least one day a week from home
Poly On October 6, 2021, the company shared a report describing the evolution of the workplace and the changed attitude of employees towards the schedule "from 9 to 5." Poly's Workplace Evolution report analyzed the results of a survey of 7,261 employees from,, Great Britain,, France, and working in Germany Spain Sweden Poland UAE a hybrid format. Changes in employee behavior and attitudes to everything from work patterns and internal culture, dissatisfaction and irritability due to noise, to what they clothes wear, were analyzed.
The study shows that the hybrid model of work will remain for a long time. In the future, 82% of respondents intend to work at least one day a week from home, while 54% plan to evenly distribute time between office and home. One of the factors in this change is a more flexible work schedule, in which employees receive greater autonomy in the performance of duties. More than two-thirds of employees (69%) say they have changed their usual schedule from 9 to 17 hours to work at any time. When answering the question about the benefits of working from home, the most popular were: lack of long trips to work, work-life balance, lower stress levels. Similarly, when respondents were asked about the advantages of working from home, they noted the lack of rush in the morning, the opportunity to spend more time with family and finish work on time.
But despite all the pluses, the transition to work from home was not smooth for everyone. The line between working at any convenient time and always being ready to work is blurred. More than half of employees (58%) believe that remote work requires constantly being in touch and remaining available at any time. This does not allow them to relax and disconnect from work. The fact that employees are expected to be ready to complete tasks after hours is called the second most important disadvantage of working from home (the first is the inability to spend time in the company of colleagues). The survey also showed:
- Collaboration difficulties, lack of IT support, and lack of equipment are among the top five disadvantages of working from home, which means that many employees have not been provided with the necessary tools to work effectively.
- Almost half (47%) are concerned that by working from home they are missing out on learning from colleagues and more experienced staff.
- Another 52% believe that employees working in a hybrid format or remotely can be discriminated against and unequal in comparison with those who work full time from the office.
The study shows that returning to the office causes mixed feelings among employees. While many miss the friendly atmosphere and communication with colleagues and customers, others feel anxious and worry that their effectiveness will decline. For many, obviously, the changes that took place in 2020 will remain for a long time: 64% of respondents believe that the office culture has changed forever. And while many intend to return to the office, its role and office etiquette are likely to evolve.
It follows from the survey that one of the most acute topics for employees returning to the office is noise. And this topic can cause disagreements in the team:
- 56% worried that office noise levels would reduce their productivity;
- 42% worry that they will be annoyed by the too noisy behavior of colleagues;
- 60% believe that they will quickly get tired of working in the office if noisy colleagues interfere with concentration;
- 40% fear that in the office they will be inclined to show anger, because, unlike at home, they will not be able to find themselves in silence by simply turning off the sound or camera;
- at the same time, some employees (34%) want to return to the office because the noise interferes with them at home.
Despite the concerns, staff are looking forward to more opportunities for face-to-face communication. Office jokes, dinners with clients and colleagues, a friendly office atmosphere are the three main factors that work outside the office misses. The results of the study paid attention to how the role of the office will change. When people were asked how they would use the office in the future, the answers tended to be practical and task-specific. The three main reasons for returning to the office are brainstorming and teamwork, attending meetings, access to better equipment and technology.
The corporate dress code has also changed. Even in industries such as the financial sector, where employees have always been required to meet certain standards in clothing, they are now taking a freer approach. 61% of financial workers believe that hybrid work leads to the death of the suit, and their wearing may disappear (on average, in relation to the dress code, this figure was 53%, but for the financial industry it was eight points higher).
The results focus on how remote work affects young employees. The study demonstrates potential threats to their careers as many worry about returning to the office. Two-fifths of the total number of respondents did not yet have the opportunity to visit their office, either because the company moved to another office, or because they went to work during a pandemic (among 18-24-year-olds, this figure was 62%). At the same time, 72% of young employees who were not yet in the office are worried about the first visit to the office and the potential noise level.
Young employees are also worried that remote work affects their ability to build relationships and communicate with colleagues. Many worry that this could hinder their careers:
- 52% of respondents aged 16-24 are worried that remote work will have a negative impact on their development and career growth (average - 43%);
- 53% of 18-24-year-olds are concerned that due to remote work they feel less confident that they will be able to communicate and work effectively with colleagues (average - 42%);
- 50% of young employees fear that they have forgotten how to talk at ease on distracted topics (the average is 39%).
Microsoft: 73% of workers surveyed are in favor of maintaining a flexible work format
On March 22, 2021, the Microsoft announced the results of the first annual Work Trend Index 2021 study. The report is called "The next big fracture is hybrid work. Are We Ready?, "it reveals seven hybrid work format trends that every business leader should be aware of.
The main conclusion of the report: business leaders should not perceive hybrid work as ordinary business. This scenario requires a rethink of stereotypes.
| | The choices you make will affect your organization for years to come. This is a stage that requires a strategic vision and an updated approach, "said Jared Spataro, corporate vice president of Microsoft 365. - Your decisions will affect everything from how you shape corporate culture, how you attract and retain talented people, to how you can drive collaboration and innovation. | |
The findings suggest that the nature of the work has changed dramatically in 2020:
- Statistics from Microsoft Teams and Outlook showed that the field of communication has decreased, but hybrid work will restore this indicator.
- The time spent on meetings has more than doubled around the world. In February 2021, 40 billion more emails were delivered compared to 2020.
- The work has become more human. Almost 40% of respondents say that they feel more comfortable, more give themselves to work compared to the period before the pandemic.
The report also indicates a high probability of the disappearance of traditional jobs:
- 73% of employees surveyed are in favor of maintaining a flexible work format.
- The number of ads about remote work on the LinkedIn website has increased more than fivefold during the pandemic.
- More than 40% of workers around the world are considering a change of employer in 2021, while 46% are planning a move as they can now work remotely.
The Work Trend Index 2021 report presented the results of the study, which involved more than 30,000 people from 31 countries, and analyzed trillions of cumulative signals from Microsoft 365 and LinkedIn users. It also includes opinions from experts who have spent decades studying issues of teamwork, social capital and creating workspaces.
Work Trend Index 2021 reflects seven key trends for leaders during the transition to hybrid work:
- The hybrid operating scenario will continue.
- Managers have moved away from employees and should think about how to fix the situation.
- High productivity is achieved by burnout of employees.
- Generation Z is at risk and needs to find another source of recovery.
- Reducing the scope of working communication puts innovation at risk.
- A sincere approach increases productivity and well-being.
- In the world of hybrid work, talent is changing geography and is everywhere.
The Work Trend Index report identifies five strategies for implementing change to transition to hybrid work for business leaders:
- Create an employee empowerment plan for greater flexibility.
- Invest in space and technology to combine the capabilities of the physical and digital world.
- Prioritize the fight against digital burnout of employees.
- Prioritize the restructuring of social capital and culture.
- Rethink employee engagement approaches to improve competitiveness to attract the best employees.
| | During this pandemic, we observed an acceleration in the development of certain trends that existed before COVID. But, perhaps, one of the main ones is the increase in the use of remote work. As opportunities are democratized through remote work and more mobility for talented employees, it is time for business leaders to take advantage of the opportunity to access a variety of skills and talents previously unavailable to them, "said Karin Kimbrow, Chief Economist, LinkedIn. | |
2020
67% of employees who worked remotely during the peak of the pandemic in EMEA are not ready to return to their previous working conditions
Remote work has become commonplace, the organization of the workflow must correspond to modern trends. Experts note the advantages for business, as well as the increased interest of employees in the performance of their duties. However, according to a Vanson Bourne-commissioned VMware executive survey, it is necessary to transform workflow management approaches to create and expand capabilities of remote employees.
According to VMware on December 11, 2020, a total of 2,850 respondents in the region took part in the survey. EMEA The study was conducted in June-July 2020. Among the survey participants were 950 business decision-makers; 950 people making decisions in the field; and IT 950 people making - HR resolutions from 12 countries.
Of the respondents who worked in a particular remote format during the peak of the spread of COVID-19 in their country, two-thirds (or 67%) believe that they will no longer be able to return to their previous working conditions.
Among the advantages of remote work are noted:
According to the respondents, it is necessary to change the approaches to organizing the workflow, in which employees are required must be in the manager's view as the workflows are out of the office.
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At the same time, respondents also indicated that hiring staff has become easier.
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{{Quote "We see a transition to a distributed workforce when the employee's physical location is no longer relevant. Therefore, you need to change how the workflow is organized because the employees are no longer in the view of the managers. Digital workspace solutions that enable distributed employees to interact effectively in these environments and deliver strong results. have already helped many companies, and VMware continues to innovate, said Christina Dall Steidell, VMware's vice president of end-user solutions for EMEA.}}
WeWork: 90% of employees want to work in the office at least once a week
WeWork On November 10, 2020, she presented a study that showed the impact of working from home on employee collaboration. According to the study, working from home negatively affected the collaboration, creativity and innovation of some office employees. At the same time, 90% of respondents said they want to work in the office at least once a week. The study was conducted as a survey of office employees in, USA,, and To Canada. To Mexico Great Britain More. here
VMware: For 53% of managers, remote work has become part of everyday life
On November 5, 2020, it became known that according to a recent international survey conducted by VMware, the proportion of employees for whom remote work became part of everyday life increased by 22%. 53% of respondents from Generation X agree with this opinion. The study was attended by business leaders, as well as specialists in the field of information technology and personnel management.
As explained, 38% of respondents admit that company leaders notice the advantages of remote work and realize the impossibility of returning to the traditional way. At the same time, there are concerns that management is not putting enough effort into organizing a more flexible workflow for employees.
| | During these six months, difficult conditions literally forced companies to quickly adapt to updated working methods in conditions when employees no longer need to be in the office. This trend - a geographically distributed workforce - has business benefits. For example, employee productivity and morale increased, and more opportunities for collaboration and recruitment appeared. In addition to implementing digital tools, companies must form the right culture and management approach to practice updated working practices. Digital solutions for a distributed workforce that support collaboration, engagement, control, and productive task execution have already helped thousands of companies establish a workflow. noted Kristine Dahl Steidel, VMware Vice President, End User Solutions, EMEA Region | |
45% of respondents worry that their employees will not be able to focus on their tasks while working remotely. More than a quarter of respondents (29%) believe that managers in their organization do not approve of remote work, and more than half (54%) consider it necessary to be online even during non-working hours. Obviously, traditional management methods will be revised, and leaders at all levels will soon learn to build workflows differently.
At the same time, flexible working methods give unconditional advantages for business and employees. For example, companies are no longer limited to geography in personnel selection. More than half of employees surveyed (76%) believe that since switching to remote work, their personal relationships with colleagues have improved, 64% say that it is now easier for them to express their opinion during video conferencing, and 66% say that they have become less stressed. Respondents also noted that 21% of employees had increased productivity, while 17% had increased morale. Moreover, according to 66% of respondents, it has become easier to hire first-class specialists, especially among working parents (83%) and representatives of various minorities (54%). 57% of respondents believe that more and more regional divisions of companies offer other ideas.
| | If organizations want to fully implement a remote work solution, managers should monitor not only the work process, but also its result, as well as maintain a culture of mutual trust. It is essential to find the right balance to create an environment where employees are motivated to achieve results and can show their creativity. | |
IT is no longer considered an obstacle to the implementation of distributed labor organization practices, employees can work from anywhere - in the head office or regional office, at home or on the road. Only 22% of respondents noted that they do not have suitable solutions for managing personnel remotely.
| | In 2020, the model of work from anywhere is being implemented so widely, and this gives opportunities to both employees and organizations. At the same time, you have to change personnel management strategies to maintain employee engagement and productivity. An example, of course, should be representatives of senior management, but it is the middle managers who need to constantly show trust, motivate the team and show that everyone strives for one common goal. narrated by Véronique Karcenty, Director of Digital Workspace at Orange Group, France | |
Managing a distributed workforce involves a number of complexities. Hiring, supervising work, providing security and many other tasks now have to be done differently. The massive transition to remote work during the pandemic has accelerated the spread of digital technologies and platforms used. In an attempt to stay afloat, companies are moving more apps and platforms to the cloud, exacerbating the silos of information. For November 2020, organizations are increasingly offering flexible options to use their own devices, as the number of employees changes, and some of them prefer to work from home. As a result, the set of these devices is becoming more heterogeneous, and each next device connected to the corporate network can become a vector of attack by attackers. All these factors lead to a blur of the enterprise security perimeter. And the need to implement a zero trust security model (Zero Trust) is becoming more and more obvious.
Remote work in Russia
Main article: Remote work in Russia
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