In the workplace, we are faced with a new panorama that requires a lot of information. Data, analysis on them, and obtaining insights that allow us, among other things, to understand the impact and changes generated by teleworking.
Once we have asked ourselves the necessary questions to analyze the reality of telework that we face –at the organizational level, of the work teams, and from the individual point of view–, we must obtain the necessary information to answer them. Later, it would be interesting to define what metrics and indicators can help us study this phenomenon standardized.
A first approach to the problem consisted of collecting information through questionnaires about the practices implemented by organizations and the status of employees and work teams in different issues (digital skills, work organization, relationships with colleagues, etc.).
This undoubtedly fundamental approach has two main limitations :
One way to complement this approach is to study the information present in the systems used for teleworking, from the virtual platforms to which employees connect to the telephone systems. In these systems, various data of great value are stored to describe the different practices in the teleworking environment.
On the other hand, among its drawbacks is the technical difficulty associated with analyzing large volumes of data and, above all, the “meaning” of the data obtained. For example, an employee’s self-reported response to a stress questionnaire reflects their stress level, but what can be inferred from the data contained in the systems? What does it mean, for example, that an employee has more or fewer video calls? Greater or less stress?
Even with these unknowns about the interpretation of the available data, we have to face the challenge of using them to generate relevant metrics that allow us to describe how telework is “happening” and have a basis on which to compare different practices, assess corrective actions and study the evolution of the telework situation, among other issues.
The question’s title is pretentious: we have already started and have been working hard on labor force analysis for some time. But maybe a little structure could do us good. And the first thing is to recognize that teleworking, no matter how systematically it has been announced in all institutional reports worldwide as a trend to consolidate, has caught us off the hook.
Recognizing the limitations of the measures described, a possible roadmap would be the following:
Also Read: The Best Tools For Teleworking
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