3 work trends post Covid-19

3 work trends post Covid-19

3 work trends post Covid-19

Some changes that employment suffered will not return even if the pandemic is over.

Work trends
Hybrid work becomes mainstream

Hybrid work is here to stay. With 75% of hybrid or remote knowledge workers agreeing their expectations for working flexibly have increased, there is no doubt that the future is hybrid.

In fact, if an organization were to go back to a fully on-site arrangement, it would risk losing up to 39% of its workforce. You must create a new, human-centric model for the hybrid environment by designing work around employee-driven flexibility, culture connectedness and human leadership.

There’s a shortage of critical talent

HR leaders are under more pressure than ever to fill roles with those with critical skills to meet market needs and drive organizational change.

While there’s an urgency to obtain scarce, critical capabilities, there’s also an effort to optimize costs in the current economic climate.

To fill skills needs both effectively and efficiently, broaden the range of talent strategies under consideration, either as part of your strategic planning or as needs arise.

For example, develop processes, norms, and infrastructure that facilitate the mobility of employees from their current roles to other existing or newly created roles within the organization.

This creates an internal labor market and makes it easier and more attractive for employees to move jobs without exiting the company.

Turnover will increase

Turnover has significantly increased when employees are required to come back into the office full-time, and 52% of employees say flexible work policies will affect the decision to stay at their organization.

Turnover will continue to increase because the emotional costs of leaving the organization are lower when hybrid and because there’s more choice in employers when location is no longer a factor.

To combat this sustained turnover, connect hybrid employees to the organization’s culture and invest in talent processes to expand employee networks.

You can also find more information about work trends in the World Economic Forum website.

realize your global expansion

Remote work is also a post-pandemic work trend. Do you want to know more about it?  Contact us

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5 benefits of hiring Latin American talent

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5 benefits of hiring employees from Latam

Hiring Latin American talent offers some advantages when compared to other parts of the world.

LATAM employees

Asia, Africa and Latin America are common destinations to find new talents. Hiring professionals from other countries enhances the company culture and opens up the company to diversity, helping to create a workplace set to innovation.

Let’s see 5 benefits:

Lower cultural barrier

American countries share more than a territory in common, but also a similar cultural background that makes it easier to integrate the foreign members of the team.

Closer time-zone

While it can be very difficult to work synchronously from Africa or Asia, in America the time-zone difference is almost zero.

Cost-effectiveness

The average wage for highly skilled talent in the region tends to be lower than in the U.S., which makes these talents more accessible for companies.

Strong tech environment in Latam

Latin America is a very fertile region for tech businesses and startups. The region has several tech hubs, especially in Brazil, Chile, Mexico and Colombia.

It is also the home of some of the world’s most successful startups, scaleups and unicorns, like Nubank, Rappi, Ifood, 99, NotCo, Kavak and many others.

Remote-first brings flexibility

The pandemic has shown that remote work can be great in different contexts, and, if done well, it can be better than in person work itself.

If you plan to hire staff from abroad, offering a flexible work arrangement can shorten your hiring process and allow the talents to start working immediately.

Employees won’t necessarily have to move from their countries, but beware to create a remote-first environment, otherwise their employee experience can be seriously damaged.

hire latam employees

You have a company and you want to start taking advantage of the benefits of hiring LATAM employees: Contact us

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Three remote work myths that employers need to stop believing

Three remote work myths that employers need to stop believing

Three remote work myths that employers need to stop believing

It’s time to change the mindset!

Remote work is not just a trend

Remote work is not just a trend. It is a part of the culture of some of the fastest-growing companies such as Google and IBM. These corporate giants are increasingly becoming receptive to the idea of remote teams. So, if you haven’t embraced remote working yet, you better consider it.

1. Remote work means less productivity

One of the biggest misconceptions that perpetuated among employers is that remote workers actually don’t work. Employers tend to think that remote workers are more distracted because there is no one within their earshot to keep tabs on them. Such employees slack off and this hampers productivity.

However, in a study by the Harvard Business Review, the opposite rang true. According to the study, companies witnessed a 13.5% productivity boost after permitting remote work.

2. The quality of communication goes down

Another stereotype about remote work is that it impedes the quality of communication. With the lack of in-person interaction and diverse time zones, keeping the remote workers updated about what’s happening may seem quite difficult. But a survey conducted by TINY Pulse reveals that a whopping 52% of remote workers reported having contact with their manager at least once in a day. And an additional 34% report once a week interaction with their managers.

With many advanced digital methods of socialization available today, developing open communication among a remote team is simpler than it appears. Chat and email and other virtual tools allow for almost instantaneous communication between two or more parties.

3. Remote working is insecure

Many employers worry that transferring sensitive company data to devices on unsecured servers may lead to breaches in confidentiality. However, this is simply not true. Today’s advanced tech makes it easier than ever for a qualified IT team to prevent such security risks.

The cloud-based applications enable the IT team to outsource the security to vetted software programs and monitor employee’s systems remotely. In addition, companies can also set up good security practices such as dual authentication and virtual private networks (VPN) to further reinforce data security.

change your mindset

As you can see, working remotely can be not only good for the employee, but also for the employer. If you are planning to hire employees from anywhere in the world remotely: Contact us

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What an Employer of Record can do for your business?

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What an Employer of Record can do for your business?

Here are some of the key benefits of using an EOR while hiring workers overseas.

Employer of record

If you do decide to work with an EOR, you can count on your service provider to take care of all the formal employment tasks and liabilities on your behalf.

Companies that want to keep employing their internationally remote people fully compliantly have two options – one is to establish an entity and register as an employer in the jurisdiction where the person lives or alternatively use the services of an Employer of Record (EOR).

It includes:

  • Fully compliant
  • End-to-end payroll processing: tax deductions, salary processing, time & attendance, maintaining payment records and among others
  • Employment benefits and its administration
  • Risk management: eradicating risks and liabilities by taking care of tax filings, local & global compliance and beyond
  • Employment contracts: creating, maintaining, and terminating
  • Employee onboarding: a hassle-free onboarding of new hires or relocating existing staff
  • HR support: providing actionable advice on terminations and legal proceedings
  • Immigration assistance: visa and immigration requests, though visa approval cannot be guaranteed
And not only that, it also:
  • Removes the need to set up local incorporation – save substantial resources for your business
  • Accelerate time to market – faster than traditional local entity establishment
  • Empower you to hire remote workers anywhere in the world
  • Brings you a stress-free way to build remote teams
    Eradicates risks when dealing with unfamiliar labor and tax laws
  • Ensure compliance for both the employer and employees, in every country where you want to employ someone.

We help companies hire abroad

If you have any doubts regarding EOR as a solution to employ workers overseas for your business or want to learn more about our EOR services: Contact us

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What are SMART goals?

What are SMART goals?

In addition to salary, there are many things to consider when you incorporate a new person into the company.

What are SMART goals?

What are SMART goals?

What are SMART goals?

It’s a productivity tool that can be used to set more effective goals and objectives for any given project, whether they be short term or long-term goals. Want to know more?

Smart Goals

SMART stands for:

Specific: The more well-defined the goal is, the better. Vague, open-ended goals are usually harder or impossible to achieve.

Measurable: Clearly define what success looks like for your goal, so you’ll be able to know when you’ve reached it.

Attainable: You want your goal to be realistic. Don’t set yourself up for failure by setting a goal that isn’t achievable.

Relevant: If your goal isn’t relevant to your job or your organization, then why are you setting it?

Timely: A goal without a deadline isn’t likely to be met. Set reasonable, timely deadlines for all of your goals.

The SMART method is certainly effective when setting goals, but there’s more to it than just that. Consider a few additional tips and tricks to use when establishing goals:

  • The goals you’re setting should be in line with your organization’s —and your team’s— mission statements.
  • Conduct an HR audit to identify how your department can improve.
  • It’s okay to start with a vague, non-SMART goal if you revise it as a SMART goal.
  • Make sure you have or can obtain the necessary resources to meet your goals.
  • Keep goals attainable, but also make sure they’re challenging—that’s how you grow.

Remember to celebrate and reward yourself when you meet your goals.

Are you applying the SMART model in your company?

Every week we publish articles that can help you increase the performance of your company, and we give data and tips that not everybody knows. For example. Did you know that you could hire employees from anywhere in the world in a legal and simple way? Contact us

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Main post image Root EOR
Update your LinkedIn profile

It’s important that your work and education experience is not only up-to-date but outlined in a way that would bring context for a hiring manager from overseas who may not be familiar with the university you attended or companies you’ve worked for. Is your university highly ranked or respected? Say so. Is your company a market leader in your country? Say so. And make sure to include any awards, accolades, or impressive results that will signal you’re a rockstar.

Highlight your remote work experience

Companies want to hire people that are even more productive at home than in the office. Talk about your productivity journey working from home during the pandemic. Emphasize your wins and accomplishments, such as launching a successful project virtually, implementing an asynchronous workflow, or onboarding new team members through Slack and Zoom.

Look further from home

An increasing number of remote positions are location agnostic – meaning you don’t need to live near the office in order to apply. Make sure you read the job description carefully. Some remote jobs are fully remote whereas others are hybrid positions, meaning you work remotely part of the time and on-site for the balance. While most remote-first companies have now implemented asynchronous workflows that make it easier to collaborate across timezones, always ensure that you clearly understand the expectations around working hours, especially if you’re not in the same timezone as your manager. Nobody likes a 2 am meeting!

Today there are few jobs that cannot be done remotely

You can even live in one country and work for a company from another. Do you want to know how? Contact us

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