Or you’re a #SalesforceCandidate looking for a remote Salesforce position, but want to push the boat out and work overseas?
More people are saying 'If Home Is Where the Heart Is, Work Is Where the Wi-Fi Is' What if the Wi-Fi is aboard? How does that relate to #RemoteWorking? Is this allowed in companies' remote work policies and What are the risks?
In response to #COVID-19, many #Salesforce employees worked from home, with employers adopting #WFH policies to manage effectively. We live in a globalized world where many professionals have second homes, i.e., in a different county or even the country from where they originally worked. For example, during the pandemic high-profile professionals who owned second homes in the countryside such as Cornwall moved away from the city for better work/life balance since commuting into the city was no longer necessary.
Clearly, remote work, including remote work from abroad, is in demand from many employees, but do you know the extent of remote work and what the options are?
Typical examples of remote work are:
- There's the norm: You made a cute little office in your home using your office desktop set up from your residence. You may even have some #hybrid potential going into the office occasionally.
- Work from home, locally or abroad: Pretty much the above but in a second home either locally in the same country like our city boys down in Cornwall or abroad.
- Workcation – Work from a holiday destination. A workcation is an out of office experience that encompasses both work time and leisure time. To put it simply, a workcation is a combination of work and vacation. The idea is that you can take a break somewhere but continue to work as you do so. Picture the beach, a mocktail and your laptop. Bliss.
The benefits of remote working are well known to both employers and employees. These include retention of motivated staff, increased flexibility and autonomy, and reduced costs for the organisation through consolidating and reducing office space.
To allow remote work, employers should consider whether they have a suitable system in place for managing remote work, and whether it covers the following factors.
- Increased security risks resulting from the loss of IT equipment or sensitive company data.
- Direct supervision of employees is not possible, with potential security or welfare concerns going unchecked.
- Perception by the remote worker of loneliness and isolation and being left ‘out of the loop.’ How can employers monitor mental health?
- Performance issues including the possibility of both too much and too little work and resulting management issues. Productivity is key after all.
- Taxes! If employees are paid by a UK company but working and earning income in another country, where do they stand??
Technology has made it possible for #SalesforceCandidates all around the world—to work from home, park benches, coffee shops and, for those of us fortunate enough the beach.
If home is where the heart is, work today is where the Wi-Fi is. Given the intense competition for #SalesforceTalent and the extraordinary appeal of “flex-work” arrangements, are many employers offering these type of work arrangements?
When it comes down to it, it is about the candidates: If companies want to attract top tier Salesforce candidates and keep them, a competitive salary and benefits package may not be enough in today's age. It all looks good on paper, but flex-work programs need to be structured right or they will fail.
Would you be allowed to pack up your home office and work remotely from another country if you are a Salesforce candidate getting bored staring at the same four walls?
When you are working overseas, all sorts of tax, immigration, and employment problems can pop up, and if you're being sneaky, you may be in breach of your contract if you don't tell your employer what you're doing.
What do you think?
At #SteadmanBrown we've found it's challenging to find a company that allows remote work offshore post #Brexit, but a few clients have been happy to accommodate #flexibility. Some companies impose a clause in their contracts that says you can only take advantage of this opportunity for a certain number of days a year and other allow remote working providing you are located inside the EU.
Candidates... Let's say you found a company that offers everything above, has procedures and systems in place to make sure everything goes smoothly... Would you jump or fly at the opportunity?