Although major world cities such as NYC and London have begun moving forward with plans to bring employees back to the office, it is an undeniable fact that the pandemic has changed how we work forever. Like it or not, remote work is here to stay in some form – most likely in the form of hybrid working, where a portion of one’s working hours are spent in the employer’s office and a portion remote.
COVID-19 resulted in over 20.5 million jobs lost in the U.S. alone. As the economy recovers, workforce participation is at an all-time low, falling to 61.2% in March 2021, the lowest it's been since 1976. Unemployed, laid off and furloughed workers that do return to the workforce do so with a fundamental shift in the mindset, impacting how and where work gets done.
A landslide of remote work requests is crashing into businesses, and it’s revealing alarming holes in the way corporations are managing employee mobility. Chances are, remote work is already bogging down your HR department, and if you don’t act soon, your company and employees could be exposed to global tax compliance and employee incentive problems.
Until recently, remote work has not been common in the procurement field. Nonetheless, the history of remote work started in 1560 when the predecessors to the first corporate offices were built. Nowadays, the COVID-19 pandemic has accelerated the adoption of remote work across disciplines, including sourcing and procurement.
Among the multitude of challenges the COVID pandemic has inflicted on businesses, the heightened requirement to straddle the precarious divide between prudency with operational budgets on one side and not throwing the return-on-investment baby out with the expenditure bathwater on the other represents a particularly painful headache.
Organizations have made significant changes to enable working from home, but what has it meant for employees, and, specifically, their expense claims?
AppZen, the leading AI solution for modern finance teams, released new data that reveals how the pandemic and remote work have impacted company expense reports. CEO Anant Kale provides insights into the findings and how companies should take note when it comes to handling employee expenses moving forward.
When change is difficult it sometimes takes a little nudge to move in the right direction. Like many business environments, the contact center industry wasn’t nudged this year—it was pushed.
With most call center providers still cemented in the brick-and-mortar model, the COVID-19 pandemic accelerated the need for transformation. This is due to the restriction of operations at these businesses as well as employees’ hesitations to work on busy call center floors.
The COVID-19 pandemic has led to a surge in the required virtual supply chain work across companies. Aside from the pandemic, teams workingvirtually is a macro trend that newer generations making up a growing portion of the workforce expect. Looking ahead, if supply chain leaders want to attract and retain the best and brightest talent, they will need to facilitate work in new and different ways.
When the COVID-19 global pandemic struck, businesses faced the task of rapidly shifting office-based employees to remote environments. Today, the primary focus is on managing these makeshift workplace models more efficiently. In the process, long-term initiatives are now on the back burner.
Businesses must ensure they understand what can be done remotely in relation to the signing of documents. They should also now be re-visiting contracts and opening dialogue with other parties within the supply chain to understand the potential impact Covid-19 may have. This planning is imperative to ensure business continuity, that relationships remain commercially viable and that disputes are avoided. Uncertainty does not absolve directors of the need to act in the business’ best interests.