Location Agnosticism & the true meaning of Remote: a checklist

I love this term. “Location Agnostic”. I read this a few years back and it stuck with me.

What does it mean? To me it means that nowadays in many situations there is no difference between a Remote or a face-to-face interaction.

By “no difference” I mean that the outcome of either interaction is comparable, and nothing is sacrificed or lost when engaging with someone Remotely. If you told someone 50 years ago that you could actually do your entire job regardless of global location, they wouldn’t be able to imagine it. Think about this: the fax machine in its current form, although invented in the 60s, wasn’t widely used until the 70s and 80s. The beginnings of location agnosticism, while finding its roots in telegraphs, telephones and early versions of wireless transmission, could never replace a face-to-face interaction until the internet came along. Now what we are seeing is not just a revolution built on the internet, but a revolution in what kind of jobs we do and how we do them.

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But this post isn’t about history, it is about location – and why and when location doesn’t matter. Here’s a quick checklist that can help you as you make a decision on whether or not to make a role Remote or keep it as a physical, in-house job:

  • Does the job require non-PC facing work, and if so, what percentage of time will be spent on those activities?
    • For example, if a job requires local errands to be run such as processing and signing forms at a local government office or business, it would be important to understand how much of the job involves those activities, and how crucial they are to the overall success of that role.
  • What are the success factors of the job, and how are they measured?
    • “Success factors” can be broad or very targeted – for certain types of job, output is everything. If the role you are trying to fill is that of a Marketer or Online Specialist,
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      then perhaps some of their metrics are clear and measurable, like “Number of Facebook likes”; “Number of blogs posted”; “Adwords Click-through-rates”; etc.

  • Does the job or project have clear milestones, and can they be communicated and tracked easily?
    • Every job/project should have milestones and achievement should be tracked. This core question to ask is not just when considering Remote vs. physical, but, problems arising from lack of attention to this area may be magnified in a Remote working setup… so it is important to “get your house in order” before taking a role Remote.
  • What types of communications will happen on a daily basis? On a weekly basis? Monthly?
    • Types of communications could be email, phone calls, etc. A job that will be primarily email or phone-based anyway is a sure candidate for Remote.
  • How many people are on the same team with the person doing the job?
    • The answer here may not give clear guidance on if location truly matters, but it is a good question to ask. Being a member of a large team vs. being a lone wolf may have an impact on a Remote working model… or it may not. Something to think about.
  • Who does the person report to, and how many people does that manager have on their team?
    • This stuff matters. To be successful with Remote, it helps to think of the Remote role just as if it was face-to-face – which means that the Remote employee needs to have a clear reporting line and be managed accordingly.

 

These are not the only questions to ask, but they should get you thinking about if location matters for your next hire, and why. Now review your answers, and a clear picture should start to emerge. Does location matter for the position you are trying to hire? If not, I welcome you as a new Location Agnostic.

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Some of the key points the article explores are applicable to the Remote Revolution as a whole, such as:

  • Cost Savings due to accessing global talent: “Cost is also a factor. Virtual companies can save money by leasing smaller offices or foregoing an office entirely. Moreover, they can save on salaries. Instead of paying high Silicon Valley wages, for example, companies can base their pay on the lower costs where remote employees live.”
  • Tools are crucial to making Remote work: “The concept of ‘out-of-sight, out-of-mind’ is a big danger for employees, as is failing to share basic details about strategy, projects, and changes in plans. To avert such problems, most internal discussions at Automattic take place on what’s known as P2, a blog built in house that has specific pages for dozens of teams and topics. Announcements, conversations, and questions are posted to the blogs so that everyone interested can stay up to date. If employees have an inconsequential conversation, they often use Skype or ICQ instant messenger.” AND: “…e-mail traps information that should otherwise be shared,” so instead of using email they prefer to broadcast meetings and publish meeting notes. I like this a lot and have mentioned in previous posts the importance of using Remote tools like Evernote, that allows you to share notes with others smoothly.
  • When Remote working is the norm, it works: The author of the article also makes a subtle yet significant point about companies that embrace Remote: “What is different about distributed companies is the scope. Rather than being an option, working remotely is the norm and central to how the business operates.”

 

We are seeing this now time and time again where companies are able to successfully implement Remote ways of working and by doing so realize tangible benefits. But the article points out, “the distributed model appeals almost exclusively to small businesses, particularly in the technology industry. No one can point yet to a large corporation using a similar model.”

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Maybe not – or, perhaps they are using the model and simply not calling it a “virtual” or “distributed” model. Many large firms embrace staff augmentation, which, although is not work-from-home, is very much based on the fact that work can be done in locations around the world that have talented people who can be hired in a way that makes financial sense. As discussed before, Remote is bigger and wider than telecommuting.

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Remote Staffing is a Solution to Traditional Temp Staffing Constraints (Part 2)

As I went over in my previous post, Temporary staffing continues to make sense… however there are holes in the model that until recently could not be filled.

As usual with this blog, you’ll see that the answer I am suggesting as a solution to human resources challenges remains the same: Remote.

In this case, I’m focused more on Remote Staffing vs. freelancers / working-from-home models of Remote.

 

Remote Staffing is interesting, because the Remote workers (unlike with freelancers or work-from-home professionals) should really be sitting inside the Remote Staffing agency’s own office,

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located at globally strategic locations. A Remote Staffing company provides all of the benefits of traditional temporary staffing that I mentioned in Part 1, but, in addition it also helps to address some of the limitations of a model primarily based on physical employee interaction. Here is how Remote Staffing addresses some of the gaps found in traditional temp staffing models:

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  1. Remote Staffing has no location constraints: Remote Staffing knows no location, and enables companies to have access to a wide, deep and vast global talent pool. A high quality remote staffing provider will not only source a talented person who is right for the job, but they will also ensure that that person works standard company hours and is equipped with all of the infrastructure they need so that they and their employer can focus on what matters: the work itself.
  2. Remote Staffing Cost Savings are significant: While Temporary workers, regardless of whether they are Remote or face-to-face, represent a way for a company to save money, hiring a temporary worker within a Remote model enables significant cost savings due to the power of global labor arbitrage – which is a phenomenon in which jobs move to nations where labor and the cost of doing business is lower than that in developed nations such as the United States, Australia or Europe (among others).
  3. Remote Staffing takes care of office space as well as the people: One of the significant advantages of hiring Remote temporary staff is that a provider provides all of the infrastructure needed to ensure that person has an office “home” on a daily basis. Their seat, desk, PC and all the standard facilities of a modern office are suddenly available to a company as if it was an extension of their own office (by heather). Let’s face it – these days, it’s not that big of a difference to have your employees sit 10 feet away or 10,000 miles away from each other… they’re still going to send emails to their colleague and they’re still going to chat with that person over Skype/MSN messenger.

 

As a final note, Remote Staffing shouldn’t be employed for every type of role in an organization. Some roles are better suited to a Remote model, while others are better suited for a physical, or, traditional employment set-up (think: Remote Janitor?). A company should examine which roles make sense to fill remote, and maximize the channel; by doing so, they’ll see significant cost savings as well as open their doors to new talent sources and hiring possibilities.

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  1. Decreased time-to-hire: Staffing agencies often keep what they call an “active pool” of qualified, screened and ready-to-be-deployed candidates to meet sudden demands. These sudden hiring needs could be things like illness of an employee, long-term sabbaticals or vacations, sudden resignation of a key role, maternity/paternity leave, among other areas. All of the employee-related issues that can happen in normal day to day operations of a company can be mitigated by having access to qualified, temporary professionals.
  1. Staffing temporary projects in real-time and with flexibility: Temporary projects, especially in specific industries like Information Technology, are becoming the norm versus the exception. These can be ramp-ups towards special product launches, seasonal and peak period staffing, or simply a sudden need for large numbers of employees that, if they were to go through the standard hiring process, would cause significant delays in the company’s ability to deliver to customers.
  1. Cut total cost of employment: Hiring an employee is not cheap. Advertising, recruitment, screening, background checks, behavioral interviews, skill checks – all of these take time and money. And it’s not only the hiring process that incurs cost, there are significant costs involved with any full-time employee that are absorbed by the staffing agency, such as payroll expenses, paperwork, employee benefits, taxes, insurance, unemployment, retirement, paid time off, and other HR related support functions like training and continuous development.
  1. Evaluating prospective full-time hires: Hiring a full-time employee for a key role is a risk. Even with an employee with a strong track record, there is no guarantee that past performance is an indication of future success in a given role. This is when employers utilize a “contract-to-hire” or a “temp-to-hire” model. domain names . In this type of an arrangement, an employer can have a period of time in which the employee is a temporary worker and has a chance to prove themselves in a role before being absorbed as a full-time employee.
  1. Accessing specialization and experience: The pool of temporary workers is now one that is full of highly skilled professionals who work on a temporary basis by choice and have functional or industry specializations. By hiring temporary workers who have experience and knowledge, a company can gain instant access to skillsets that would take years to groom and train.

 

Even though temporary staffing continues to grow, with some data suggesting that half of the workforce in the United States will be temporary in the not so distant future, there continues to be challenges and restrictions to the traditional temporary staffing model, namely:

  1. Location Constraints: A company’s location may not enable them to access a side/deep talent pool. Traditional temp staffing is local, and no matter how great the staffing firm is, if the right skilled person does not exist in that locale, the firm will have a hard time filling that role.
  2. Negligible Cost Savings: While overall cost to employ a temporary worker is generally less over time, sometimes the difference between hiring a full-time worker and a temporary worker is not significant enough to go the temporary route based on cost alone.
  3. Office Space Constraints: Even though the workforce may be temporary, the seats, desks, PCs and facilities needed to house them is often not and there are costs involved, especially for large scale temporary projects. All of these non-employee related expenses incur cost and add to the overall cost to hire and maintain temporary staff in the workforce mix.

In my next post, I’ll take a look at how Remote Staffing can be a solution to some of these constraints/challenges. Initial comments or thoughts welcome on how Remote can solve some of the issues with traditional temp staffing.

Tony Hsieh: What really kills productivity and culture…is working from home alone.

“Community >= Office > Working from home alone.”

This is the equation presented by Tony Hsieh, CEO of Zappos in a Fortune magazine article recently called, “Working from home alone is the real culprit.”

Tony has opened up a wider conversation on Remote recently in response to questions during a CNBC interview.

I think he makes some valid points – especially the “alone” part.

But as you know by now, this blog doesn’t equate Remote to only mean work-from-home arrangements. In fact, I’ve defined Remote working in previous posts where it can simply mean two separate teams/individuals located at different geographical locations who interact via remote technology only – ie, they get stuff done without any face-to-face interaction. This is where Remote Staffing itself can help play a big part, as Remote staffing providers (should) put employees in an office alongside other remote workers – this can help leverage Remote while still fostering the positive habits that come from being an office worker.

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