One of the hottest topics in recent weeks is inevitably smart working, if only because – given the current situation – industrial employers were invited by the Government to grant this work mode wherever possible.
As far as we are concerned there are many tasks that can be performed remotely.
But we still wanted to discuss it with our employees taking into account various factors and deciding, given the worsening of the health emergency, to offer this possibility to our collaborators after in-depth assessments. And so, thanks to the valuable work of our IT technician who, in record time (less than two days!), has managed to activate the VPNs, prepare the PCs and test everything, starting from today already six of MICROingranaggi employees (and in particular those working in the sales, purchasing, technical office and commercial divisions) can collaborate in smart working mode.
Unfortunately the other job descriptions, like the two turning and gear hobbing production departments, quality control, assembly operations and warehouse management, cannot be delocalized.
That said, I should nevertheless like to share with you some considerations on the smart working topic in this particular moment.
I welcome the fact that many companies have opened up to this possibility, since it undoubtedly brings many advantages to the table, BUT – in many cases – NOT now that the schools are closed and many families find themselves with kids and toddlers roaming the home, a situation which is hardly compatible with this type of work mode.
I therefore believe that
the smart working we see at the moment should be considered for what it really is: an emergency dictated by an extraordinary moment in time. It would therefore NOT be fruitful to assess the results at this time.
Smart working, in fact, is not a working mode that you can improvise, because in order for it to be effective it must follow precise rules which concern both the work space – which must be suitable for the collaboration, communication and concentration – and also the education and empowerment of the worker, who must learn to develop certain work attitudes and habits that are anything but trivial, starting from correct time management.
To this I would like to add further considerations which could perhaps appear to be obvious but – I assure you – are far from it.
And it is for this reason that I consider to be extremely important for every company – before imposing anything – to assess the option with its employees and collaborators.
Let’s take a practical example.
Let’s assume that a company has 30% of its employees in smart working rotation schemes.
This means that it will need 30% less space, as well as less desks, less energy expenditure, and perhaps even less car parks. At the same time employees will have less travel expenses, fewer meals outside the home and probably even less stress and more free time. This is all true, BUT – and I think that this is the important thing to bear in mind –
that same company must not ignore some specific conditions to be provided to its employees.
I will mention just three, but naturally not the only ones to be considered.
ONE It is not to be taken for granted that an employee will have, inside the home, a suitable area to allocate to the workstation (for example, those who need two screens, but also, more simply, a room designated to carry out working activities without being disturbed).
TWO. The company should provide the IT equipment required to work from home, at least 1 PC and an internet connection. And maybe even a small and symbolic reimbursement which compensates for any additional costs such as electricity or phone bills.
THREE. The company should organize itself in such a way that, when the employee is in the office, he or she has a designated work station, without being obliged to wander from floor to floor in office building in search of a free desk.
Do you agree?
For now I say goodbye hoping for all our sakes that this emergency situation improves for innumerable reasons, among which – on the subject of smart working – my firm conviction that for the majority of jobs (or almost all)
