In this post-pandemic world, there is a tale of two companies. Some companies are experiencing amnesia and continue to require their employees to work from a traditional office structure, while other companies are embracing the possibilities of virtual workspaces for their employees. Of course, the nature of some companies prohibits the option remote worksuch as manufacturing or service-based businesses.

But if remote work IS Chances are, companies that embrace a remote work mindset will find themselves thriving with an abundance of talent, diversity and profitability.

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Transitioning to a fully remote working model

We can learn important lessons from Shopify, an e-commerce platform that has successfully transitioned to a fully remote work model. Shopify Transition fully remote working began before the pandemic, although the transition was accelerated to become fully remote as of March 2020.

Shopify gradually revised its company policies to be remote-friendly. He created best practices for building effective remote teams and how teams worked together and released standard devices for all employees. Shopify sets boundaries for work-home balance to avoid employee burnout and embraced collaboration tools to stay connected with customers. It has been intentional that communication moves projects forward AND communication to build trust are both pillars of effective employee engagement. Now that Shopify has made the transition, it finds itself more adaptable to its customers' needs and more attractive as an employer, both for hiring and retention.

INS Global's journey to a borderless workforce:

As CEO of INS Global, our experience with building and optimizing a remote workforce was different than Shopify's. We have been at least partially remote-based since our inception, with the Covid-19 pandemic serving as an additional catalyst towards a growing remote workforce. Today, our company has physical office locations mixed with a remote workforce that allows us to serve client needs in a truly global way.

As remote work became more prevalent at INS Global, we began to standardize internal processes and ways of working that integrated digital collaboration and union. Collaborative tools, such as global instant messaging platforms and shared Kanban-style project boards, were essential to advance workflow with individuals across time zones and countries. We also established regular recurring touchpoints with teams to share best practices and ongoing professional development with each region and department. While home bases are spread across the globe, we supplement our virtual tools with annual in-person meetings to remove any potential barriers that may exist between remote workers.

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The undeniable benefits of remote work

INS Global provides human resources services to companies that want it hire internationally, and as its leader, I have naturally embraced the value of having employees located across the globe. Mirroring the clients we serve, telecommuting has exponentially expanded the talent pool our company can draw from. We have the advantage of being able to source and select the best talent and can then offer regional compensation packages that are very competitive.

In addition to the HR benefits, we have also used a remote workforce as a growth strategy for entering new markets. The vast geographic reach of our employee base has facilitated our growth from three locations to over 160.

A fully remote workforce has also helped create a better customer experience by increasing our awareness of market conditions on the ground in all regions. We have a truly international customer base and our team can easily adapt and adjust how to meet customer needs.

Our team is in every time zone, understanding the culture, values ​​and communication styles of the countries where we provide services. It would be difficult for us to have a physical office in every country where we do business, but it is feasible and sustainable for people to work globally on a remote basis.

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Overcoming common challenges

Transitioning to a remote workforce can be a daunting task that comes with its own set of challenges, especially in terms of legal and compliance issues related to hiring employees in multiple locations. Here it is global Employers of record (EORs) like INS Global can play a key role in overcoming such obstacles. EORs act as intermediaries between companies and their remote workers, handling payroll, taxes, benefits and other administrative tasks to ensure compliance with local labor laws.

Serving large and small businesses operating in foreign markets, EORs can help remove the logistical and time-consuming burdens associated with expansion, allowing businesses to focus on their core objectives. Additionally, because of our global workforce, companies hiring globally can have a trusted on-site partner to expedite the hiring process and ease integration into the workforce.

Whether you're considering moving to a fully remote workforce in the US or expanding your workforce into other markets, by doing so, your company will have the opportunity to recruit and retain top talent. Making the transition successfully requires strategic thinking about putting systems, processes and teams in place to support your new ways of working.

As the future of work continues to evolve, embracing remote work with an Employer of Record will be essential for companies looking to thrive in the digital age.