He telecommuting It is becoming a privilege. As bigger and larger companies are requiring their employees who work five days a week from the office, the possibility of Work remotely is being erected as A reserved advantage for those who demonstrate high performance or enjoy seniority.
Teleworking as a bonus for performance is creating, as the consultant Korn Ferry points out in her trend report for this year, a Hybrid hierarchy that threatens to aggravate the gap among team members, especially among managers and other workers. A division that already manifests itself in the salary difference.
The conception of remote work is extended as a benefit of collection and incentive
In part, this conception of Remote work as a benefit It is extending how talent collection and retention method. That is, many recruitment professionals offer it to the most prominent candidates as an incentive to join the company, or to retain them in case they are receiving other offers.
But beyond that, in a context in which face -to -part is demanded by corporate leaders, in some companies both flexible schedules and teleworking days are already being offered to high -performance employees, while those with average performance They don’t have him privilege of working at a distance.
The situation, however, can Generate tensions Among colleagues, as well as frustrations regarding team leaders or to higher and managerial positions. And after several years betting on the remote or hybrid work model, the return to the office is perceived as unfair and as a serious loss among those who had organized their lives around flexibility.
For those companies that conceive teleworking as an incentive it is recommended bet on transparency in order to avoid sensibilities and conflicts. From the consultant Korn Ferry they advise that companies have a coherent and explainable justification regarding those who grant the possibility of working remotely, and that managers are transparent about it.
The truth is that, the situation, in turn, can generate a gap in terms of competitiveness among companies that allow teleworking, even a few days a week, and those that get to work in the office. Many employees, especially those young people, women or relatives in charge, will opt for works that allow them flexibility.
As collected The Wall Street Journal, There is a I wish for remote or hybrid work among employees. According to a recent LinkedIn survey, one in ten American professionals who are thinking of changing work mention the possibility of a teleworking that their current employer does not grant them.
However, the reality is that beyond great names like Amazon or WPP they have called their employees to offices, Hybrid work offers slow down, according to an analysis of the Indeed platform. This fits with the results of a survey conducted by KPMG last summer between 1,300 CEOS, which indicated that 79% of the executive managers of American companies say that the corporate roles that served in office before the pandemic will be full -time office within the next three years.