Things are changing really fast and in terms of the global workforce which exists in this day and age, the traditional corporate structure seems to be dying out. Yes, some of the biggest corporations and multinational companies still maintain that traditional corporate structure of having a sky-scraping office their employees report to, but those are mostly institutionalised organisations for whom doing things traditionally continues to work for them.
If you’re operating a remotely run business however, the freedom of not having to commute to work is perhaps as good as it gets by way of perks, otherwise remote operations have their own very unique set of challenges. I mean if it’s a smallish operation where you basically outsource some work to freelancers who are based overseas then the challenges aren’t as big as those of say someone who is involved with cross-border distribution of physical goods and the likes.
Either way it’s not as easy as just sitting at your computer for one or two hours a day and allocating tasks as part of what you offer to your end-clients. Dealing with freelancers whom you’ve likely never even met physically, who are located miles and miles across oceans away from you can be a serious cause for some heightened stress levels. Just imagine if your clients simply expect you to deliver some work by a specific time, unaware of the fact that you in actual fact outsource that work and the members of your global, remote workforce are rather erratic in their adherence to deadlines. That in itself as a mega challenge – finding reliable remote workers.
Sometimes the working relationship starts out very well and things go along swimmingly, but then one day you could wake up to a very unresponsive freelancer who is perhaps even tired of coming up with just one more excuse as to why they’ve not quite completed their allocated work yet.
It doesn’t end there however – there is a lot more and it gets even more challenging!
The growth of the internet and the economic opportunities which come with that growth have not gone unnoticed by those individuals and groups of people who work in the regulatory spheres of our society and rightfully so too if these people are indeed truly concerned about maintaining fairness. This is where things can get a lot trickier for anyone operating a remotely run business, as dynamics such as legal jurisdiction and cross-border/international business law come into effect.
People who hold citizenship of the United States of America get taxed on their world-wide earnings, for example, which would present the employer with a plethora of legal implications should they choose to hire a freelancer from that part of the world. These legal implications go beyond just earnings reporting for tax purposes, spilling over into legal jurisdiction for something like injury law and claims associated with “on-the-job” injuries which may occur.
It can become an expensive exercise just to ascertaining how the various laws of each involved country apply to you and your remotely operated business.