SincroGO has participated in a conference at the Faculty of Labor Sciences of the University of A Coruña, under the title “New forms of work: teleworking and its occupational hazards”. In it, the company explained what its teleworking and digital disconnection success model is like, in addition to analyzing the legal framework (Law 10/2021, on remote work) and the strategic management of people.
Carlos Mª RuizCEO of SincroGO, Estela Martin, lawyer and director of Communication, and Sergio Victoria, Team Leader of the Labor Team of SincroGO have been the participants of the round table. These were their main conclusions:
- Reconcileincluding a good model of teleworking deployed by company management and with the firm conviction that it is a natural way of understanding labor relations in 21st century companies, it is not only profitable, but it helps the company to win in competitiveness, attraction and loyalty of talent, feeling of pride of belonging and substantial improvement of the work environment»
- To deploy a good teleworking model Three keys are necessary: An adequate leadership style and ensuring from the management of the company that this leadership style is assumed and practiced effectively by the managers; Provide employees with adequate means and resources and link your teleworking plan to your plan of measures to reconcile personal, family and work life.
- Technology is the best ally to facilitate not only the work itself (whether remote or in hybrid models), but communication between all the people in the team, the exchange of knowledge, the know how and the meeting between the working people.
- If companies do not want to bet on teleworking for a matter of values (in the positions where it is feasible, with a medium-long term vision, productivity indicator, KPIs, and displaying an appropriate leadership style, that they do so for the positive impact on their income statement. Why bet on teleworking and Reconciliation is undoubtedly profitable and a winning bet for the future.
- A good teleworking model must be based on trust, having the appropriate technological tools, favoring communication and responsible workers, with autonomy and self-management capacity is a model of success. If the model is well implemented, of course you can be responsible for people and have a position of responsibility within a company while being 100% remote or in hybrid models. You just have to have the right people and the right means.
- A highly debatable framework. Companies have many difficulties trying to marry the labor part with the strategic management of people.
In this sense, Estela wanted to highlight that if, as is happening, the majority of companies choose to stay below 30% (regular teleworking) In order not to apply the provisions of Law 10/2021 on remote work and not have to formalize remote work agreements, it is a failed law in the sense that it was created not to be applied by most companies. In addition, reducing telecommuting to a substitute (one day a week) is to perpetuate the misconception that telecommuting is “work less or to carry out tasks with less added value”.
As for the digital disconnection protocols, SincroGo’s experience was presented both regarding its own digital disconnection protocol and its extensive experience advising all types of companies to prepare and implement their digital disconnection plans.
