How Software Developers Can Capitalize With Remote Work

Researchers have found that 98% of surveyed employees this year prefer to work remotely a minimum of two days per week. More than half wanted three days from home, and just around 40% of executives said they wanted to return to full in-person working conditions. It doesn’t take an expert to see that there is some level of disconnection here.

The reality of working conditions today is that there is no getting rid of remote/hybrid working. The shift has become so important to employees that some work it into their contract, and talented workers can easily be snatched by companies willing to offer this simple perk. 

Software development companies know that talented individuals are an asset needed to build teams that succeed in this market. In the best interest of finding and retaining these individuals, we need to outline how this dynamic can work for companies who are unsure of remote work or struggling to fit it into their organization.

It seems like a common fear among executives is that unsupervised employees may not be productive or as productive as they could be in an office. Fortunately, studies have been done over the timeline that remote work has been around and proved that employees are more productive when working remotely. 

It’s been found that when employees are in their own space, they’re willing to put in more hours of work. This is likely because their minds are free to tend to work and life-related situations. However, it must be acknowledged that everyone is different, and what’s working for one person isn’t always ideal for another.

The Process of Change For Companies

The pandemic was a surprise for the world and while some businesses were certainly hit harder than others, everyone felt the impact. Nonetheless, people still need to work which is where the remote model shined. Some managed the transition better than others who in some cases couldn’t make it work for them. 

The point of this argument is that most people were overwhelmed and frightened by the uncertainty of that time. A lot of companies as well weren’t prepared to make the switch but some did. The successful ones overcame the virtual shift by going back to the drawing board and designing new processes to bridge the gap.

In 2021 alone, Zoom made $4 Billion in revenue, and Google Teams, Microsoft Azure, and Skype were all resources being used by companies to make the most of the situation. So it’s not that there was no infrastructure to support this lifestyle for companies. This example speaks to the forever-standing knowledge of how important being able to pivot is.

How Software Development Teams Make it Work

Software development and engineering is never a solo effort. It requires collaboration, openness, and flexibility. Look at agile for example; software development teams were able to effectively handle projects and empower teams as well as customers. The emphasis here is on flexibility and openness which in every software development project is intrinsic to its success.

Whether you’re a software development company or working on a software project, you’re likely encountering some form of remote collaboration. Of course, this is fine as it is becoming the new norm for many outsourcing companies, but communication cannot be overwritten. This is sometimes difficult in software, especially if you are working with offshore teams in different time zones. Typically, this is why going with local talent is your best bet, however, every project is different and so is what people think is best for their business. For your project that is fostering some form of remote work, these should be the non-negotiables:

• Outline communication standards (how many touch points per day and who to reach for urgent matters)

• A clear goal for the project 

• Mutual agreement for the timeline and budget

On the flip side, if you’re trying to make remote work beneficial for your internal team, you should follow these minimum standards:

• Effectively delegate responsibilities

• Stay updated as much as possible with the progress of tasks among team members

• Ensure the necessary resources are available to everyone

• Identify weekly goals

You’ll notice that most of these points are similar to how a business should function even without remote work. That’s because day-to-day remote working isn’t that much different from regular in-person standards when it comes down to the basics. Of course, there may be situations where the team or client needs to be met with in person, and for those instances, it should happen exactly that way.

What to Remember

Software development and engineering require a team effort. Teams are highly effective in environments that are fueled with transparency and flexibility. Now, just like anything, this is going to require boundaries. If inadequate results are a factor, then take measures to ensure that the goals of the company are being fulfilled. It ultimately comes down to communication; it’s the only medicine proven to produce results.

Written By Ben Brown

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ISU Corp is an award-winning software development company, with over 17 years of experience in multiple industries, providing cost-effective custom software development, technology management, and IT outsourcing.

Our unique owners’ mindset reduces development costs and fast-tracks timelines. We help craft the specifications of your project based on your company's needs, to produce the best ROI. Find out why startups, all the way to fortune 500 companies like General Electric, Heinz, and many others have trusted us with their projects. Contact us here.

Importance of Environment: 2022 Hybrid Work Analysis

We are creatures of habit, the world endlessly encounters change that challenges the habits we’ve come to know. The most important characteristic we can demonstrate in situations like this is adaptability. Being able to adapt is what allows us to succeed, seeing as success does not come untested. The recent shift to remote work has shaken up the way companies operate and tested their efficiency without being physically connected. 

This has resulted in dramatic boosts in productivity and effective task completion. It was found that remote work is completed with 40% fewer mistakes. Additionally, the ability to work remotely has had its benefits on employee satisfaction. One company surveyed in 2019 found that 71% of their employees working remotely were happy with their job compared to 55% who were in person.

In the case of today’s workforce, upwards of 56% of companies are transitioning to remote work in the United States alone. The popular opinion here is that workers are much more effective when they’re able to work from home. Why is that? If there’s been this standard procedure of going into an office for years, why is the at-home model being favored? 

If we consider all the elements eliminated from the workday (commute, wardrobe, coffee, lunch) there is a lot of time and money being saved over time. Employees can now allocate this additional time and money to areas most beneficial to them and not just for “fueling” or “getting through” the day. 

The big dilemma being faced by organizations is that now the world is shifting back to how things were before. With this, a return to in-person work is included yet employees have become accustomed to this new lifestyle of working from home. The reason there is a conflict is that remote working was supposed to be temporary. Yet because of the duration that remote work has been in effect, we have adapted to it and used it to our benefit. This has created tension in organizations and even led to employees leaving their jobs for being required to come back in person. 

The ultimate goal of any organization is to have a team that performs at its maximum capability. Leaders are constantly looking for ways to allow this to happen but they may be missing one of the biggest opportunities to do so. The shift to remote work has seemingly broken barriers to new levels of effectiveness. A remote shift does not mean that the organization never has to meet in person, there should be designated times for this. However, allowing employees to work in their preferred environment makes their creativity flow freely. 

Here are some reasons why:

Everyone Is Different

A one size fits all approach to work is never going to be optimal seeing as everybody has different needs for their productivity and creativity. A cubical can never represent or be turned into someone's ideal space. Some may need more natural light, certain scents, be able to dress their preferred way, be able to think/talk out loud, the list is endless. Essentially, gathering a team in one collective spot to do their work will not yield optimal results for every member. 

Mental Well-Being

Just as the space someone works in enhances their creative process, it allows them to feel in control of what they are doing. In some cases, it may even make them feel more in control of their lives. We can become so detached from our personal lives spending over 40 hours a week in the office. Remote work allows people to bring the workplace closer to their personal life, which some may see as an issue but anyone who loves working from home will tell you it’s not. It’s about finding the balance, and the balance is a lot easier to find when you’re in touch with your reality. 

Increased Recruitment Pool

With the alleviated stress of someone having to relocate, organizations can bring in talent from just about anywhere. This brings in new perspectives and even allows people who may not have had the opportunity to work at the location, a chance to grow in the organization. This puts leaders in a position where they can evaluate the talent they wouldn’t have had access to and apply it to roles in their teams. 

Conclusion

Change is inevitable and can be unexpected, however, change also goes one of two ways. Which way it goes is up to those experiencing the change, you can look at it as happening to you or happening for you. Using any circumstance in your life to your advantage comes from identifying the big picture and not settling for anything less than the desired outcome.

We work with successful companies to increase their net profits using exceptional custom software solutions, contact us here to see how we can help your business grow!

Guide to Success in The Digital Office

The recent years of remote work have allowed us to become accustomed to our home offices. No longer having to worry about commuting or getting dressed up every day has been a very pleasant change for a lot of us. As a result, many have begun to take control over their work-life balance, realizing they can have much more freedom. A recent study found that the average person now working from home is almost 50% more productive than when working in an office.

Most workers have questioned if offices are necessary any longer, considering how much more productive people are at home. This led to a realization that there are opportunities beyond physical location, which caused workers to take on jobs elsewhere. Most commonly, workers are leaving the expensive city life for less expensive suburban areas. This has led to a movement known as “the great resignation” where many are leaving their jobs to pursue other opportunities.

The movement has created a talent shortage in some areas which have made employers desperate for employees. In the United States, 4.5 million workers quit their jobs from the start of the movement. As a result, companies are becoming desperate and new hires can negotiate much higher salaries.

So, from the perspective of an employer, what can you do to ensure your organization is an enticing environment for job seekers? Those looking for jobs are not in a particular rush, leaving it up to organizations to incentivize what they can offer top talent. Based on the trends we’ve seen, these few key measures can go a long way:

Communicate Salary Expectations

Employers should be straightforward with new members, explaining that there are new policies to compensate for the remote shift. Sit down with higher-ups in the company to develop a realistic plan for salary distribution. Create a strategy for compensation based on skill, experience, location, and whatever else may be appropriate. Tailoring benefits to the location of the employee is also needed. Preplanning for this is a must and will allow you to make adjustments based on the candidates' requirements.

Outline Paths For Career Development

Employees want opportunity, if your organization can demonstrate employees moving up and that there are paths, that will be an upper hand. Positions with advancement opportunities reflect longevity in the organization, and that you invest in your people. Of course, ensure that management is transparent with this at every level. Implementing this will decrease employee turnover and motivate team members to accomplish tasks to the best of their ability. 

Acknowledge Work-Life Balance

Communicating while working remotely is critical to staying connected, and while we might see when others are active, there is still a distance. Working from home does not involve the same model as offices, employees are not working all the way through 9-5. Make sure people feel comfortable letting you know when they’re going offline to tend to personal matters. Something like this will further emphasize the freedom and understanding employers have for workers' new situations.

Conclusion

Workers have become accustomed to this new lifestyle, the flexibility and empowerment that remote work offers is a big driver in where people look for work. If your organization can create an environment that is accommodating to this new reality, you will attract top talent. You will also reduce turnover and reflect your organization's trust for the people you bring in. Accepting this new reality is the first step to building a team ready to take on today’s market. 

We work with successful companies to increase their net profits using exceptional custom software solutions, contact us here to see how we can help your business grow!