Introduction.

Today, at work, technology is our ally. Our tasks have had to evolve. For some, it has changed drastically, while for others, it has been easier to adapt. Today, we see 3-year-olds taking online classes and older adults learning to use technology to spend time with their families remotely. 

Remote work has become our new normal. For some, it's been an easy task; for others, it's been a period of adaptation filled with learning. Companies have also had to adapt; their employees' performance hinges on the organization's development capabilities to implement this new modality. It's a difficult decision: invest in tools? Develop training programs that employees and clients can rely on to adopt this modality? Revenues have decreased during the pandemic, and there's no funding for this type of investment? Countless questions arise when companies must make decisions where the economy impacts their decisions.

Companies are a living organism.

Companies change and evolve, as do everyone within them. We must adapt, get back to the pace of life, and be independent in organizing tasks. It's important to establish a clear objective with our leader, and then develop our path to achieving it in the best possible way. 

Becoming self-taught has been almost indispensable for surviving this new normal, but it has also made us "independent." Solving problems without anyone telling us how, developing agendas, to-do lists, agile methods, or some kind of control to improve our organization and thus deliver on time. 

For some, this has even been an opportunity to demonstrate their ability to achieve the same results in less time. Taking advantage of quality time, not wasting it in traffic-filled commutes, or even not exhausting ourselves emotionally by rushing around. Reducing expenses outside the home, spending more time with family, and translating this into the same or better results IN LESS TIME. 

Laws and regulations in Mexico such as the NOM035.

This regulation seeks to ensure that companies provide higher quality services to their employees, avoid risks, and foster a favorable work environment. The Home Office may benefit from this government request, in which the Federal Labor Law in the Article 330  defines the Home Office as:

“Teleworking will be considered the performance of paid activities that do not require the worker's physical presence at a specific work site and that use information and communications technologies as a means of communication between the worker and the employer.”

Having the right tools, along with the willingness to adapt to the new way of life, are key to making the most of this situation. Growing professionally and personally, as part of an organization where if one person moves, everyone moves.

Conclusion.

The pandemic caused a shift in the new normal, not only in the way we work. It forced older adults to overcome their fear of the technological devices we're so used to, but which they were so afraid of. The positive aspect is that we're all evolving as people, leaving aside the "I can't," "I don't want to," or "I don't know how to use it," so we can be close to our bosses, coworkers, and even our families from a distance. 

For more information about NOM035, contact our experts; they can help you. Learn about the fines for noncompliance with NOM-035.

In Coacharte We believe in the transmission of knowledge and in supporting professionals to enhance their skills. We want to help you achieve your company's objectives. Contact us to provide you with the support you need: https://coacharte.mx/. Experts in NOM035 and Change Management.