The “people-centric” aspects of remote work; spearheaded by Jackstien Practices under Nishant Shah

The ‘water-cooler’ and people-centered aspects of remote work; spearheaded by Jackstien Practices under Nishant Shah

July 13: Much like the pandemic, remote work has become a global phenomenon. According to various studies, there’s value, importance, profitability, flexibility in embracing remote work. While 2020 may be considered the year of remote work, it is just the beginning as we see the trend continuing in 2021 and beyond. Remarkably so, a Bloomberg article showed how employees are quitting instead of giving up working remotely.

While some large global organizations have embraced remote work with vigour, others want to address some concerns before they wholeheartedly embrace it.

Much of the answer lies in concerns from employees like lack of social connection and camaraderie, out-of-sight, out-of-mind, culture issues, and the feeling that face-to-face meetings and collaboration are better.

There are significant counter-arguments made to this by thousands of employees who point out the success of remote work in the pandemic and the higher levels of productivity. Some employees feel that the benefits of human connection aren’t anywhere close to the inhumanity of the commute. Many feel that planned collaboration works better in remote work. Yet others fret that their employers do not trust them to deliver and resent active control and supervision.

“The truth, as always, lies somewhere in between; Sweeping positives like remote work rarely arrive without any negatives,” says Nishant Shah.

Nishant Shah is the founder and Managing Partner of Jackstien Practices & Consulting International. Jackstien Practices has developed expertise in every facet of remote work across the fields of technology, processes, efficiency and operations, people, organizational infrastructure, design, best practices, legal aspects, regulatory compliance, finance, and taxation.

Jackstien Practices is now focussing its Remotion Program on also solving potential ‘people-centric’ issues that impact remote work, with a team consisting of experts in psychology behavioural science; human resources, and communications working to provide a complete suite of solutions to help employer and employee adaptation.

Jackstien Practices team of experts in finance and taxation, supported by an economist, cohesively redesign organizational policy too, from compensation structures beneficial to everyone up to expensing policies.

For example, one of the drawbacks of remote work is the lack of team bonding and feelings of disconnectedness. Jackstien Practices structures team schedules, work-free meeting scripts, training for inclusiveness, and supervisory retraining in the remote work environment.

Similarly, Nishant Shah and his team address the issue of collaborative work by restructuring processes to remote work and aligning the processes with scheduled collaborations by place and time to optimise the hybrid workspace.

The most invisible hindrance of remote work is general miscommunications as a result of a reduction in non-verbal cues. Jackstien Practices undertakes professionalisation training as well as communication rescripting, toning, and scheduling – from company top management, HR, Senior Management and up to supervisory levels.

Moreover, Jackstien’s people programs are also designed to prevent new issues that may arise from remote work, like loneliness, anxiety, disconnectedness, or delays in communications.

The oh-so-many conversations occurred around the water-cooler or coffee machine because it was the only option available. When things inevitably evolve, people start adapting and then preferring the new. In the future, the notion of travelling for hours every day for the added benefit of a chance encounter around the water cooler will likely start sounding like a romantic but antiquated notion.

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