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Why Are Managers Concerned About The Telecommuting Culture?

Why Are Managers Concerned About The Telecommuting Culture?

While Many Communication Experts And Famous Names In The World Of Technology Believe That The Epidemic Of Covid-19 Has Caused Many Traditional Concepts To Be Forgotten And Even The Organizational And Corporate Work Culture Will Face Huge Changes, And Remote Work Is One Of The Consequences.

It is, but CEOs believe that long-term telecommuting can seriously harm their businesses. For this reason, many are trying to return employees to their workplaces and offices in 2022.

Why are managers concerned about the telecommuting culture?


Almost all the evidence and statistics point to remote work not going away anytime soon, and CEOs are also worried about the same. A report published by the Wall Street Journal shows that at least many companies will have to wait until the end of 2022 for employees to return to work.

In addition, companies seem to have become more alert to the next epidemic and are trying to keep their IT infrastructure ready for the next one. Some experts have predicted that companies will have to endure remote work for at least two years.

This issue has worried the managers of many companies about the adverse effects this issue will have on their jobs. Amazon and Facebook have recently announced that they will switch their employees back to the office by next year.

Intel CEO Pat Gelsinger told the Wall Street Journal in this regard:

  • “If you have a little patience, people will go back to their old style. It’s not a bad idea.” Gelsinger believes that remote work will not go away even with the disappearance of Covid, and you will not see any complete reversal.

Rob Falzon, Prudential’s vice president of financial affairs, told the Wall Street Journal:

  • “Right now, the biggest concern is talent retention. Considering that people are not culturally connected with their organizations, it is easy for them to decide to leave and go to other organizations.

The unwillingness of employees to be at work full time

Surveys show that American workers enjoy telecommuting. An October 2020 survey of 1,400 conducted by GoodHire shows that 85 percent of respondents prefer to apply for jobs that offer full or mixed remote work options. Almost a third have stated that they don’t even think about the job they need, but they are supposed to be at work five days a week.

Apple employees have recently sent two petitions to the CEO protesting the tech giant’s plans to return to work in September and asking for more flexible options. In this way, the employees of some companies refused to return to their workplace when asked. In the end, Apple backtracked on its original decision and replaced the return to work.

The reality is that telecommuting can make things difficult for small businesses.

The Inc website wrote in early 2021: “Each state’s laws in this area are different from another, which can make things difficult for small businesses and companies that lack human resources. In addition, technology giants can easily attract the workers they need from anywhere, making attracting top talent difficult for small companies.

To solve this problem, experts suggest companies consider different salaries for employees based on abilities and use job sites like Glassdoor and PayScales to ensure that the wages they pay are competitive.

What solutions do managers have against the remote work approach?

Because the remote work culture has reached Iran with ups and downs and will get it entirely and many employees will also like to work like their counterparts in other countries, so CEOs should pay attention to the following recommendations to avoid problems in the future. Do not face seriously.

Think about how to manage employees remotely. A manager who has difficulty managing remote teams does not have autonomy and is strictly controlled by his manager, so changes in the organizational culture must start from the highest level.

Organizations must deal with the reality of remote work. Organizations need to go beyond words and support flexible working in practice. For example, make sure employees have the equipment they need to do their jobs, give employees who need extra time off, and provide training to support flexible working.

You need the training to adapt to the remote work approach.

Remote work, if done correctly, will increase employee productivity and bring good profitability to the company, as it gives the employee more freedom of action. If you do not give employees freedom of movement and constantly control them due to a lack of trust, they will leave the organization quickly. Managers must learn the necessary designs to make practical remote work possible.

One of the essential points you need to know about is how to give employees freedom of action. Managers should learn the skill of delegation and empowerment so that employees can find more freedom of movement regarding the methods and timing of work. It improves employee motivation, health, and performance.

Freedom of action does not mean that employees are left alone and that we communicate less with them. Instead, it means that instead of spying on their work, coordinate with them, keep them informed about their work, and provide them with the necessary guidance, information, and support.

The measurement criteria should be based on the results. When you give people the freedom to choose their way of working, you need to evaluate whether they are achieving the desired results. Therefore, the focus should be on outcomes and reports. Managers who have remote employees should trust them without constantly controlling them.