Teleworking consists of exercising a professional activity outside the place where the result of said work is expected . It constitutes a real alternative when travel or bringing together employees are limited, as was the case during the health crisis linked to Covid-19. While teleworking has some drawbacks, it also has several advantages. But to be able to benefit from it, it is necessary to have certain tools. In this article, we will present these tools before discussing the contributions of teleworking and its impacts within a company.
The tools required for teleworking
Teleworking is based on a remote data exchange system. This is only made possible by certain tools. Among these we have first of all the internet network. It is the latter that not only allows remote access to data, but also the exchange of files and information between the various employees. Alongside the internet, there are channel-based messaging platforms that make it possible to collaborate more effectively. For that, choose this software for a successful teleworking . As the last tools necessary for efficient teleworking, we will finally mention the computer tool, namely the computer, the smartphone or the tablet.
The advantages of teleworking
Teleworking benefits both employees and employers. For employees, it first offers a better standard of living. It saves them from stress related to transport and the professional environment which can justify the importance of insurance . At the same time, it allows them to devote more time to their families. This gives employees the freedom to manage their schedule as they see fit. On the employers’ side, teleworking is also profitable. The latter result from savings made in the costs of renting a workspace and its maintenance, in transport costs and in the reduction in employee absenteeism .
The impacts of teleworking
Although the benefits of teleworking are touted, the fact remains that it has some drawbacks. Among these, we first note the isolation of the employee. Lack of interaction can easily lead to loss of interest and lack of confidence in the telecommuting employee. Also, there is the discipline of the employee which is decisive. This can easily deteriorate over time. Finally, for the employer, teleworking poses the problem of follow-up. It is indeed difficult for the employer to supervise an employee remotely. Hence the interest in moderating, or even rethinking teleworking.