Are you one of those who telecommute?

If so, you may have already had a problem with your boss or colleagues in this remote mode of job performance. We show you how you can solve these situations.

The times change. The truth is that we still do not know if for better or for worse, but the obvious is that we are forced to adapt to new circumstances. The relocation of the job with respect to the company to carry out our work from home is that new dynamic in which challenges and challenges arise. One of them is labor disputes in teleworking.

This journey from work to home is not being what many initially thought . Family conciliation is not always possible and, often, it is common to end up working many more hours than stipulated. To this is added the aforementioned factor: that of disagreements, conflicts, the problem of performance evaluation, communication between groups, problem solving ...

Both small SMEs and large consolidated companies are experiencing dynamics for which they were not prepared in this new situation. It is true that, due to the current context, many organizations have had to improvise and start teleworking from one day to the next and without the right conditions .

The truth is that this labor modality needs the consensus and agreements of both the business world and the public administrations. Likewise, specialized teams also need to be developed to advise managers, managers and employees to deal with everyday organizational problems and, of course, with the inevitable conflicts. We analyze it.

Labor disputes in teleworking

As a curiosity, it should be noted that the first attempts at telework began as early as the 80s (Belzunegui, 2002). However, and due to the enormous business resistance, it was not completed even on a trial basis. It was between the 90s and 2000s when this modality began to develop in various countries as ICTs (information and communication technologies) also developed.

Now, from those years to the present we have made little progress. We lack, for example, a legal body that legally frames it. Improvisation and arbitrariness abound, often taking for granted that sending workers home is a simple thing (that they are doing them a favor) and that productivity will be the same as in the face-to-face mode.

Thus, something that draws attention is the insufficiency of regulations that regulate the teleworking modality and the lack of preparation on the part of companies. There is no stipulation of the schedules, of the costs of the infrastructures that employees use at home and, as there are not , there are no measures for coordination between work groups, team leaders, managers , etc. Hence labor disputes at work. Something that is happening more and more frequently.

We analyze the most common problems that usually occur in this context.

You weren't connected when I needed you!

Sometimes it happens, you get up to go to the bathroom, to tend to the children for five or ten minutes. Right at that moment, your boss or a coworker requires you for a role . Beyond the anecdotal, this can arouse suspicion when it comes to measuring employee productivity. In fact, it is enough that they do not find the worker once to think that the employee is not performing what he should.

  • How is this solved? Rigorously clarifying the conditions in which the work must be performed, such as the schedule. Not by spending many hours in front of a computer an employee is more productive. Sometimes, if we propose performance by objectives or specific tasks rather than by presence, things are simplified.

Labor disputes in teleworking: I'm waiting for your answer!

Your boss or another co-worker sends you an email . It takes you ten, twenty minutes or two hours to see him because it is already night and you are making dinner. Problems and misunderstandings arise . They appear because many members of the organization forget that remote work is not the same as face-to-face work, the one in which when something is expected from someone, they go to that person and communicate it.

  • How is this solved? It is necessary to accept and assume that the scenario is different. Labor disputes at work can be avoided by understanding that response times can be delayed. Immediacy like immediate availability is not always possible.

Misunderstandings: who asked what? Who did what

Suddenly, a day comes when as soon as you turn on the computer, chaos arises . This is one of the most common workplace conflicts. Everything is incidents, nobody knows where to start, what to do or how to solve so many last minute unforeseen events. The tension increases when someone blames a third and that third a second and the second a tenth. Nobody advances and in the end that work day lasts twelve hours.

  • How is this solved? It is necessary to have the figure of a remote work team coordinator . That person will be in charge of both coordinating tasks and ensuring that the organization flows and has an order every day.
    • For this, it is essential that video calls are arranged, communication channels between groups.
    • These virtual meetings must be held at a stipulated time and without making anyone wait. In this way, communication is facilitated, we avoid misunderstandings and labor conflicts in teleworking.

To conclude, to these factors are undoubtedly added many more: stress , the feeling of isolation, the perception that more work is being done than in the face-to-face mode... We still have a lot to move forward, a lot to rearrange and configure. We face a challenge that must be addressed as soon as possible for the benefit of all .

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