Remote Working in practice

Remote working in practice

Today many organizations are adapting their business models to put remote working into practice and take advantage of the many benefits it offers.

This strategy means working remotely, from home or elsewhere outside of the office and is not to be confused with freelancing, which is a work agreement between a company and an employee.

Not surprisingly, not all work can be done from home. But, for working models that do allow remote working, it is important to find a formula that enables you to have the highest level of interaction, communication and task traceability.

However, these factors should not be a hurdle. Currently there are numerous international companies that use remote work strategies to contact their employees or collaborators in other countries, and that we can take as models.


Teleworking is a modality that is here to stay and one that is helping to improve company productivity.

Facilitating teleworking directly impacts the degree of employee satisfaction and strengthens identification with company values.

On the other hand, the teleworking modality enables companies to hire the best talent, wherever they are based.

Past and present: work at office and remote working (teleworking).

This comment, written by someone who has experience of teleworking, and that we can find in other articles on the internet is very significant in this regard:

«For me, the best factors are silence and the ability to avoid interruptions when necessary. And the possibility of choosing your schedule, within reason, to balance personal life (…). Being able to live wherever you want, working for first-rate companies, is the best thing about telework itself. And you save a lot of time and money by avoiding the daily commute. ”

Before putting teleworking into practice

Presenteeism no longer works. Today, people need to be creative, and companies must learn to trust their workers, because today’s technology allows for flexibility and for employees to organize their own time.

Both the company and the worker have to do their part, and find mechanisms that allow them to keep in touch. Thus, some professionals are choosing to hold face-to-face meetings, or go to the office at least once a week. This practice helps them break the routine of always being locked between four walls and allows them to maintain contact with former office colleagues.

We cannot apply management standards from the last century if we want to attract, or retain, talented professionals. Labor relations have also changed, and trust management is becoming more important than face-to-face management.


When addressing the transition from work in the office to working remotely, team leaders must be clear about the series of guidelines detailed below.

First, it is important to clearly define the expected objectives. If necessary, weekly meetings should be established to review the progress and results obtained.

It is important to trust your team and give them responsibilities to involve them and allow the team to grow.

On the other hand, it is necessary to help generate a sense of belonging amongst all team members. Creating a WhatsApp group to share work items, but also fun or non-work aspects will help generate this feeling.

Where possible, it is wise to organize face-to-face meetings to discuss common issues, learn about the work that each team member is doing, and strengthen personal ties.

It is important to define some schedules so that the rest of the team is aware of each of their teammates’ availability. People who work with customers should adjust their schedule as much as possible to suit the customer.

Finally, we would like to highlight the importance of sharing the team’s achievements. Recognition of an employee’s work should not be diminished by physical distance.


Today organizations around the world are in the midst of digital transformation and are adapting their processes to this new reality. The purpose of this conversion is to obtain digital solutions that facilitate transactions and communication between customers, suppliers, and the organization’s entire environment.

As a result of this work, many companies already have the ability to work remotely. However, at the organizational level, it is very important to coordinate the entire sequence of activities and generate a business process flow. At the end of the day, we are part of a team and our work is collaborative.

Low code and remote working in practice

A low-code tool will allow us to digitize the process and assign different tasks to be performed by people, or software such as RPA or AI.

The system automatically sends the tasks to the appropriate employees for them to complete. In the case of a document management process, the documents to be consulted or modified can be included within the task.

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In addition, with this type of tool, critical company information will always be centralized. It can be accessed, safely, from anywhere using any type of device: mobile, tablet, etc.

On the other hand, we can also keep a calendar to synchronize events and send alerts and messages. In addition, tools like AuraPortal, allow integrations with email, calendar and video call platforms.

Finally, it’s worth highlighting that by digitizing our processes we will always have great traceability, and that the recorded data will drive continuous improvement.


Changing from the daily commute to remote working involves a series of challenges for both workers and team leaders.

Remote working involves changing old work schedules that only take into account the hours spent in the office and punctuality. For others, what is truly important is work by objectives.

At first it may be advisable to apply telework gradually, combining the daily commute with remote work.

However, management teams must be aware that remote working is a modality that is here to stay.

Tomás Martí