Telework will continue to expand in the future! Let’s find out what the current problems are.

by | May 24, 2021 | Communication , Telework  | 0 comments

While telework has become more widespread and more companies are adopting it, there are probably many companies that are wondering whether they should continue to telework in the future.

There are several advantages to continuing telework, but in order to continue it for a long time, it is necessary to take measures to solve various issues in telework.

In this article, I will introduce the benefits of continuing to implement telework, as well as current issues and how to deal with them.

Advantages of Continuing Telework in the Future

Merits for the management side.
Continuing telework has the advantage of reducing office maintenance costs, transportation costs, and other expenses for the management side.

This is because office functions can be minimized as employees will be working from home or other locations. It will also help hedge risks as it will help disperse office functions in the event of a disaster.

Furthermore, if you appeal that you can choose to work by teleworking after you get a job, you can expand the scale of recruitment and use this as your company’s advantage in the recruitment market.

Another major advantage is that it broadens the range of job seekers, including remote workers living in rural areas and those who wish to balance work with childcare and nursing care.

Advantages for employees

The continuation of telework also has benefits for employees. Since commuting time can be reduced, there are more options for working.

For example, there may be cases where people who used to come to the office and work shorter hours can now work full time if they telework.

It is also easy to achieve a work style that emphasizes “work-life balance,” a balance between work and private life.

Some employees who want to focus on their private life, such as balancing childcare and nursing care, may say, “I can’t come to the office to work, but I would like to engage in telework.

Because it is easy to realize the desired work style, some employees can continue to work without giving up on their career.

In addition, by using web conferencing and other methods, unnecessary meetings will not occur, and it will be possible to work at one’s own pace without being interrupted for long periods of time.

Current telework problems

If we want to continue teleworking, it is important to improve the problems and issues in the current telework.

Here we will introduce some of the disadvantages of telework for both management and employees.

Demerits for the management side

When teleworking is continued, there are security issues for the management side.

Since information cannot be managed within the company, it is necessary to take measures such as setting up restrictions on the use of servers to prevent the leakage of important confidential information.

Another disadvantage is that it is difficult to keep track of employees under telework. It is difficult for supervisors and subordinates to communicate with each other, and it is difficult to understand the progress of subordinates and their worries and frustrations.

If it continues to be difficult to grasp the situation of employees working by telework, it may affect human resource management.

Even though it is difficult to see the attitude of each employee toward their work, we need to be careful not to make personnel evaluations that focus only on results.

Demerits for employees

The disadvantage for employees who telework is that they will have fewer opportunities to communicate with their colleagues.

Reduced opportunities for communication can lead to feelings of loneliness, which can make it difficult to maintain motivation for work.

In addition, when teleworking at home, it is difficult to separate from one’s private space, and the switch between on and off may become ambiguous.

In addition, since commuting to the office is eliminated, some people may be prone to lack of exercise.

If we can understand these disadvantages and issues and then take countermeasures, we will be able to continue teleworking smoothly.

What should we do if we want to continue teleworking in the future?

In order to continue telework in the future, it is necessary to come up with some kind of measures to deal with the issues.

For example, one way to do this is to visualize the progress of subordinates and employees to make it easier for them to understand each other’s progress and build a system to properly evaluate the work process.
It is also important to consider how to revitalize communication among teleworking employees.

In order to solve these various telework problems, there are ways to introduce tools.

A tool designed to manage employee goals Goalous, which was created to manage employee goals, is another tool that can be used in telework. is one of the tools that can be used for telework.

Goalous has a messaging function that allows users to communicate in a casual chat-like manner. You can communicate with each other in a casual chat-like manner.

Also, by using the open goal function, employees can share their goal setting with their teams and within the company, and the status of their achievement can be easily monitored.

If these functions are well utilized, it will be easier to solve telework problems.

As a means to solve the problems of understanding the status of employees and communication, which are issues in continuing telework,You may want to consider implementing Goalous.

Free seminar by Colorkrew, the developer of Goalous, is available at here.


Continuing the implementation of telework in the future has the advantage of being recognized by society as a company that can respond to diversified work styles. A shortage of labor due to the declining birthrate and aging population is seen as a problem.
This will make the company more attractive to job seekers.

If the problems of telework can be successfully solved and managed, it may help to secure human resources and improve the sense of job satisfaction of employees.