Until recently, work from home was the privilege of a few, but the COVID-19 pandemic has changed the rules of the game. Now a significant part of the staff, regardless of their desire, is forced to work in the “home office” mode.
Remote work began to gain popularity a long time ago: many employees could choose a suitable work format even before the start of quarantine measures. For example, in the United States, there were often "hybrid models" in which the employee spent part of the time in the office and part of the time at home. The coronavirus has "stimulated" the trend of abandoning office space: for example, according to an HP survey, 96% of office workers now work from home, and 63% do it without a dedicated workplace.
“On paper” everything looks as attractive as possible for both employees and business. Now there is no need to travel from one end of the city to the other, idling in traffic jams, while the employer can save a significant amount on rent, equipment and operating costs.
Dell SonicWall Support Engineers must have the analytical skills to determine the right course of action to resolve issues, such as encrypted threats and ransomware attacks.
But together with the advantages of self-isolation and remote work, it has brought a number of new difficulties: spouses, children and pets are "locked" in the same area with a remote worker. At the same time, the HP study states: 41% of respondents compete with family members for a job in shared dwellings.
This situation creates new challenges that businesses need to cope with: maintaining productivity, safety and security while dynamically adapting to new conditions.
According to a number of top managers of European companies, one of the priorities during the period of isolation is the formation of a normal working atmosphere. It should be admitted that not all staff can quickly adapt to work from home. And the task of the manager is to support such employees. Considering that for many, changing the format of work is not a conscious choice, but a forced necessity, managers and psychologists recommend not putting undue pressure on staff, but trying to get into the situation. For example, by offering flexible working hours for those who have to look after children.