أنشئ حسابًا أو سجّل الدخول للانضمام إلى مجتمعك المهني.
Thanks for invitation ,,
For strictly following up necessities, I prefer to assign somebody covering him rather than to work remotely.
With Best Regards
Thanks
That depend on position nature, some positions need daily attendance like accountant, warehousing, purchasing, supply chain, transportation, maintenance,...
As a manager I will accept but my acceptance will stick with conditions and spesific period
A manager's role is to co-ordinate efforts and allocate duties in order to be efficient and effective, since he/she, in turn, has to answer to the upper management.
In case an employee requested to work remotely, personally, I would check with the HR department that it is acceptable for him/her not to be physically present (depends on the company's policy), I would ensure that the rest of the employees could collaborate with him/her efficiently and then I would be ok with it.
If the employee does his/her job and maintains the same levels of productivity, his/her physical location doesn't really matter to me personally.
I hope I was helpful.
sure if this doesn't affect other responsibilities or duties of the person. if he can perform the same job with good results it is fine to work remotely for a certain time. considering the social and psychological factors at work is very important as it supports the employees and let them do their best
Thank you for the invitation.
My line of work doesn't allow to work remotely.
if I was in deferent line of work, yes I will allow.
we already replied this question in arabic, however the the acceptance for one employee to work remotely is not for the benefit of company since we accepted ones it will be a rule to be applied for other employees.
Yes of course. As long as the employee is doing a good job, why would you care where they work?
Plus, if you expect loyalty from your staff (working late at short notice to remedy an unforeseen problem) they it's only reasonable that the employer should show some loyalty too. (Flexibility in difficult times.)
I once had a very intense few days coming up for personal reasons. I spoke to my closest colleague and got his support, then simply told my boss that the next few days were going to be a bit strange: I would be at my desk when it was essential, and all my work would get done, but there would be some odd comings and goings. (I spend most of one afternoon chopping up bits of paper on the office guillotine.) I was happy to give him more details if he wanted, and he looked very concerned, but I just told him that everything was fine, everything would be fine, and not too worry: on Monday we'd all be back to normal. He just nodded, and that was that. And it was fine.
I would grant it to them only if it is reasonable enough for instance;
If it doesn't negatively affect the business operations e.g no work stoppages, no redudancy & nonegative impact on project excution & accomplishments.
If it is less costly or if it is not very expensive.
If they are key employee & that they may be more productive & versatile working that way.
Incase of customer rentention or loyalty program- bringing customers nearer to the business.
If it is for the good & benefit of the busines in general e.g bringing new "business opportunities", serving untapped markets or segements or niches.
Incase of staff adjustment programs e.g promotions, demotions, transfers etc
