Ah, the flexibility, autonomy, and productivity of remote work. What was once a perk is now a developer’s dream come true. No distractions. No one asking where to find Word or if you can remember their email password. Just pure, isolated bliss.

Unfortunately, though, many employers aren’t feeling blissful about this change. No cough or sneeze is holding them back, and they want their employees back where they belong: at the office – if not full-time, then at least a couple of days a week.

But is this practical for those in IT?

Many IT professionals don’t think so. In fact, there’s been a silent cold war brewing; one that could have dire consequences for both sides.

Staying on the remote boat

According to an Owl Labs & Global Workplace Analytics survey, 62% of employees feel more productive when working remotely, and 52% would trade a slight reduction in pay for this option.

For developers, the stats are even more pronounced.

Why? Because when developers work remotely, they say that they can:

·        Work on projects matching their skills, interests, and goals, regardless of location or time zone

·        Avoid the stress and hassle of commuting along with their equipment or buying their own equipment to use at home

·        Create a comfortable and personalised work environment; in other words, they only have to see people when they want to

·        Better balance their work and personal lives, especially if they have family responsibilities

·        Spend time on IT tasks rather than on questions, meetings or co-workers

Why the rush to return?

While many employers embrace remote or hybrid environments, others cling to the cubicles. This is because they believe remote work can lead to:

·        Loss of control and visibility over their employees’ work processes and outcomes

·        Difficulty in maintaining communication, collaboration, and cohesion among teams and departments

·        Challenges when it comes to establishing a sense of belonging, engagement, and loyalty

·        Risks specific to security, quality, and reputational standards

·        Problems in attracting, retaining, and developing talent in a competitive, dynamic market

Between an office and a far place

This tiff isn’t just about convenience.

The IT industry faces both a severe talent shortage and a high demand for innovation. According to Korn Ferry’s estimation, there will be a global deficit of 85.2 million tech workers by 2030, which could result in an $8.5 trillion annual revenue loss.

On one hand, developers are more selective and demanding in their job searches. They want employers to respect their autonomy, value their contribution, and offer flexibility and support.

On the other hand, employers find it harder and more expensive to attract and keep developers. It’s a shrinking talent pool, requiring changes in recruitment strategies and practices.

And let’s not forget the competition. For example, if a highly skilled candidate wants a remote position at a local company, and they refuse, the candidate can find a remote position with an international company – and will gladly accept the competitive salary that comes with it.

What would a mediator say?

The cold war isn’t sustainable for either party. It’s a lose-lose situation that affects productivity, turnover, quality, and innovation, all of which are critical to the industry. So how do we satisfy two stubborn forces?

1.   Address the elephant

Developers and employers must stop the silent treatment and start a conversation. Express needs, expectations, and concerns, and listen to the other party’s argument. And remember to avoid making assumptions and generalisations.

2.   Compromise

Consider arrangements that work for both sides. This may be a hybrid work model, or something more specific. Set clear and realistic goals, expectations, and boundaries, and measure performance based on results.

3.   Be supportive

Invest in the necessary tech, tools, and infrastructure to facilitate communication, collaboration, and security. This may include training and feedback to help the developer and employer adapt to the new arrangement and overcome challenges.

4.   Monitor and adjust

Data doesn’t lie. Review performance, culture, and professional development outcomes, and address shortcomings. Celebrate wins.

Feeling the pressure? Contact Network Recruitment for more.