WHAT IS TELEWORKING
Index
What is telework and how does it work?
Teleworking, also known as telecommuting or remote work, is a mode of work in which employees perform their job duties from locations outside of the traditional office. Instead of physically working at a specific location, such as a company or office, employees telework from their homes, coworking spaces, coffee shops or other locations of their choice.
Teleworking involves the use of information and communication technologies, such as computers, the Internet, telephones, and online collaboration tools, to carry out work responsibilities effectively. Employees can communicate with colleagues and supervisors, access company documents and systems, and complete tasks from any location with an Internet connection.
This modality of work has become increasingly popular in recent years due to the flexibility it offers employees and the possibility of reducing daily commuting, which saves time and resources. In addition, teleworking has become even more relevant in crisis situations, such as the COVID-19 pandemic, when many companies had to adopt this modality to ensure the continuity of their operations.
Telework presents a number of advantages and challenges for both employees and employers, and its adoption can vary by industry, type of work and company policies.
How does teleworking work?
Teleworking, or telecommuting, works by allowing employees to perform work tasks from locations outside the traditional office. Here's how it works:
Internet Connection and TechnologyEmployees need access to a reliable Internet connection and the necessary technological tools, such as a computer, telephone and work software, to carry out their tasks.
Communication and CollaborationThey use online communication tools, such as email, chats and video conferencing, to keep in touch with colleagues, supervisors and work teams. Collaboration platforms, such as Slack, Microsoft Teams or Zoom, are common to facilitate communication and collaboration on projects.
Access to Documents and DataEmployees can access company documents and data through cloud storage systems or remote servers. This allows them to work with the same information they would have in the office.
Flexible SchedulesIn many cases, telecommuting offers flexible schedules, which means that employees can manage their work time in a way that is more adaptable to their personal needs and responsibilities.
Performance EvaluationPerformance measurement: Employers can evaluate employee performance through goals, deadlines and project deliverables. Performance measurement is based on productivity and quality of work, rather than physical presence in the office.
Policies and RegulationsTeleworking: Companies often establish specific policies and regulations for teleworking, which may address issues such as data security, online availability, confidentiality and working hours.
Work-Life BalanceEmployees can enjoy a better work-life balance by eliminating the daily commute and having more control over their work environment.
Challenge ManagementAlthough telecommuting has many advantages, it can also present challenges, such as the need to maintain personal work discipline, deal with loneliness, and maintain effective communication with colleagues and supervisors.
Business ContinuityTelework can be an integral part of a company's business continuity strategy, allowing operations to continue in crisis situations, such as natural disasters or pandemics.
Who discovered telework?
The evolution of telework has experienced several milestones throughout history, driven largely by technological advances and changes in the economy and the way businesses operate. Some of the key moments in the evolution of telework are described below:
1970s and 1980sThe term "telecommuting" was coined by Jack Nilles in the 1970s. During this time, communication technologies began to allow some people to work from home on an occasional basis. This was spurred in part by the oil crisis, which encouraged the search for alternatives to commuting.
The 1990s and the popularization of the InternetWith the proliferation of the Internet and broadband technology in the 1990s, telecommuting became more feasible for a wider audience. Companies began to implement remote work policies, although it was not yet a common practice.
2000s and 2010sTelework experienced steady growth as companies recognized the benefits in terms of cost reduction, employee retention and access to broader talent. Advances in communication technology, such as high-speed Internet access and online collaboration applications, further facilitated the adoption of telework.
2020 and the COVID-19 pandemicThe COVID-19 pandemic in 2020 had a significant impact on the evolution of telework. To contain the spread of the virus, many companies adopted remote work on a massive scale. This accelerated the widespread acceptance of telework and demonstrated that many work activities can be effectively performed from home.
Continuous adoption and change of mentalityThe pandemic changed the perception of telework in many organizations. Many companies now consider remote work as a permanent option, which has led to an increased focus on flexibility and results-based productivity.
Technological innovationTelework evolution has been strongly linked to technological innovation. Tools such as videoconferencing, online collaboration applications and the cloud have made effective remote collaboration possible.
Legislation and regulationIn some places, telework legislation and regulation has evolved to protect the rights of remote workers and establish clear guidelines for companies. This has contributed to the adoption and standardization of telework.
Work-life balanceThe evolution of telework has also led to an increased focus on work-life balance. Many people value the flexibility that telework offers to adapt their schedules to their personal needs.
The evolution of telework continues, and is expected to continue to develop as technologies and attitudes toward work and flexibility change. The COVID-19 pandemic has been a significant turning point in this evolution, and telework is likely to remain an important part of the work landscape in the future.
Facts about Telework
Companies may lose talent if they do not implement teleworking.
Of chances of finding skilled talent.
Of managers believe that having people working remotely will be the new normal
Since 2009 the increase of people who are working remotely.
Countries in the European Union with the highest Teleworking rates
Total (%) | Position | habitual (%) | Position | Occasional (%) | Position | |
Countries Low | 53.8 | 1 | 22.5 | 6 | 31.3 | 1 |
Sweden | 46.2 | 2 | 27 | 3 | 19.2 | 2 |
Luxembourg | 45.1 | 3 | 28.1 | 2 | 17 | 5 |
Finland | 41 | 4 | 24.8 | 5 | 16.2 | 6 |
Belgium | 39.9 | 5 | 26.2 | 4 | 13.7 | 8 |
Ireland | 39.3 | 6 | 32 | 1 | 7.3 | 20 |
Denmark | 36 | 7 | 18.1 | 7 | 17.9 | 3 |
France | 34.2 | 8 | 17 | 8 | 17.2 | 4 |
Malta | 29.3 | 9 | 14.9 | 11 | 14.4 | 7 |
Austria | 28.4 | 10 | 15.9 | 10 | 12.5 | 9 |
Estonia | 26.3 | 11 | 14.9 | 12 | 11.4 | 12 |
Portugal | 26 | 12 | 14.5 | 13 | 11.5 | 11 |
Germany | 24.7 | 13 | 17 | 9 | 7.7 | 19 |
EU 27 | 24 | 14 | 13.4 | 14 | 10.6 | 13 |
Slovenia | 22.9 | 15 | 10.6 | 16 | 12.3 | 10 |
Spain | 15.3 | 16 | 9.5 | 17 | 5.8 | 24 |
Poland | 15.3 | 17 | 6.9 | 21 | 8.4 | 16 |
Slovakia | 15 | 18 | 6.6 | 24 | 8.4 | 17 |
Greece | 14.9 | 19 | 6.7 | 22 | 8.2 | 18 |
Italy | 14.8 | 20 | 8.3 | 19 | 6.5 | 22 |
Czech Republic | 14.5 | 21 | 7.2 | 20 | 7.3 | 21 |
Lithuania | 14.3 | 22 | 9.1 | 18 | 5.2 | 25 |
Latvia | 13.6 | 23 | 11 | 15 | 2.6 | 28 |
Croatia | 13.3 | 24 | 4.6 | 25 | 8.7 | 15 |
Hungary | 13.3 | 25 | 4.5 | 26 | 8.8 | 14 |
Cyprus | 12.7 | 26 | 6.7 | 23 | 6 | 23 |
Romania | 6.6 | 27 | 2.4 | 28 | 4.2 | 26 |
Bulgaria | 6.5 | 28 | 2.8 | 27 | 3.7 | 27 |
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