Article published by Juliana Fragoso Simón in the May issue of La Gaveta Económica.
One of the consequences that the state of alarm has generated has been the generalization of the use of teleworking in those companies, where, even without knowing it previously, it was or is feasible to do so.
The reasons that may lead to this situation arising can be grouped into two basic reasons: to cover a need, or to increase productivity.
We must assume that the teleworking that has been generated during the state of alarm has been to cover a need: that of maintaining production within the pandemic situation. That is, it has mainly been based on the impossibility of part of the working population traveling to the place where they carry out their employment.
On many occasions, companies or the workers themselves do not have the appropriate means to develop it correctly and, furthermore, the situation of the environment is not normal.
Now, teleworking that arises from the search to increase productivity has a big difference, and that is that it is an agreement that is generated voluntarily between the employee and the employer. On the contrary, in the other case, this agreement is established because, in a certain context, there is no other option to maintain productive activity.
And the voluntary agreement gives rise to a relationship of trust. In this situation, the worker is given the option to choose at what time of day, in what place or under what conditions he can increase his performance. Therefore, you are given the opportunity to flexibly organize your work and in a suitable environment. So this increases its performance and productivity.
Teleworking may not be maintained in the long term across the board in all companies. But it is true that, from now on, new work organization situations may arise for the reasons cited above.
In situations in which the worker would have had to choose between going to work or not due to a non-disqualifying situation beyond his control, because he has to be at home due to whatever circumstance, he may now choose the option of teleworking. Because, furthermore, it has already been tested during the state of alarm and the tools to do so have been generated.
Finally, and this would be teleworking in its great essence, is that, in companies where teleworking was unthinkable, despite being feasible, but where it had been completely ruled out, that possibility may now exist. In this case, the worker and the employer would be choosing this option, not because they need it, but because it presents advantages for both, both in terms of business costs (reducing the number of physical offices, as well as other derived costs), and in terms of increasing the worker's own performance. This will occur as long as the employee has managed to demonstrate that he has been able to maintain or increase his productivity during this time.
Therefore, new opportunities are generated in this sense, both in cases in which an attempt is made to cover a need, and in cases in which teleworking can be seen as a situation in which the employee, choosing the geographical and temporal variables that best suit him, can increase productivity, not only benefiting the company, but also allowing the worker to improve family balance and quality of life.
There are many negative consequences that are being generated, but we must analyze the situation, to the extent possible, trying to find situations where new opportunities may arise that previously either did not exist or had not been considered.
Technology will help us adapt to the new normal, we just have to know how to take advantage of it properly. It may not only be the solution to many problems, but it can also be a great opportunity to better manage our time, reduce the impact on the environment and help with family and personal balance.
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Juliana Fragoso Simón
Economist Consultant
Corporation 5
