Remote Work: Challenges on Sri Lankan Organizations
Introduction
In Sri Lanka, organizations are increasingly embracing remote work as a method of running their businesses outside of the office.
Organizations keep encountering many challenges when it involves getting their employees
to work remotely.
Challenges
Low Productivity and loss of focus on work:
Most of the Sri
Lankans prefer the extended family structure and reside in the same
neighborhood. On the other hand, distractions at home, such as family, friends,
and other interactions with others, as well as the homey environments can
negatively impact concentration and productivity on work.
A new study by
Stanford University also points to problems. Namely that productivity drops
with remote work
Employee relationships/interactions with colleagues
Organizations
experience challenges in establishing employee relationships and team
engagement when individuals spread out across remote locations. Employee
relationships and interactions are not effectively established by online
meetings, and staff members hardly ever meet in person.
The
employer-employee relationship has changed significantly in recent years
Managing Team
and difficulty in performance evaluation
It’s difficult to
evaluate the employees’ performance and monitoring of their work. Managers and
supervisors can closely interact with the staff members who report to them and
observe performance on an individual basis in the office. Managing a team in remote
work is a hard part
Technological issues:
Technology
dependence might result in problems like unstable internet connections which
lowers employee productivity.
Due to tropical
weather conditions in Sri Lanka such as rain, flood, and earth slips etc the
power supply interruption causes continuation of work.
Maintaining organization culture:
It may be considered
challenging to create and preserve an effective organizational culture in a
remote work context. Because they feel alone and are not part of the team,
employees do not show interest in, adhere to, or adapt to the business culture.
Maintaining the
culture of the organization is a big challenge
Conclusion
Currently,
Sri Lankan companies which implement remote work face the challenges described
above. Private sector companies are also considering recalling back-to-work
full-time or part-time employees. Whereas government organizations are mostly
back to their employees as a result of the challenges associated with working
remotely.
References
Brower,
Tracy, 2023. Forbes. [Online]
Available at: https://www.forbes.com/sites/tracybrower/2023/08/06/the-productivity-problem-with-remote-work/
[Accessed 30 March 2025].
Cameron, Jennifer, 2023. blendmeinc. [Online]
Available at: https://www.blendmeinc.com/article/remote-works-impact-employer-employee-relationship
[Accessed 30 March 2025].
F. Flores, D. M., 2014. [Online]
Available at: http://ijbmm.com/paper/Nov2019/824043604.pdf
[Accessed 30 March 2025].
Foot, Square, 2021. Coworkingresources. [Online]
Available at: https://www.coworkingresources.org/blog/the-negative-effects-of-working-from-home-on-company-culture
[Accessed 30 March 2025].
This essay highlights some of the very real and situation-specific issues that Sri Lankan organizations face when it comes to remote labor. What realistic measures have you observed local businesses doing to get beyond these obstacles, particularly those pertaining to productivity, team cohesion, and technology barriers?
ReplyDeleteThanks for your valuable comments. The realistic measures I can observed that some of the companies make the work schedule from full time remote work to hybrid . In which the employees requested to report to work half of the week on site work and the rest work form home. Also they arranged stand up meetings, daily weekly and monthly. The attendance been strictly monitored by taking consideration of their clock in and clock out timings.
DeleteThis is a thoughtful analysis of Sri Lanka’s remote work challenges! You’ve highlighted critical local issues, from family distractions to unreliable infrastructure, that global discussions often overlook. The point about tropical weather disrupting connectivity is especially relevant!
ReplyDeleteA few questions to deepen the conversation:
Could coworking spaces (e.g., Workmate Lanka or Colombo Startup Hub) mitigate isolation and tech gaps?
How might Sri Lankan HR adapt performance metrics (e.g., outcome-based evaluations) to address monitoring difficulties?
Great focus on cultural context, hope to see more solutions tailored to Sri Lanka’s unique landscape!
Yes.
Delete1. The coworking spaces mitigate the isolation and tech gaps. The employees mingle
with the teams and interactions created among the employees.
2. It’s bit of challenge task for the HR departments in Sri Lankan companies adapting the performance matrix.
As companies in Sri Lanka work through the complexities of remote work, the move back to the office; either completely or in a hybrid format; shows a blend of operational needs and cultural inclinations. Do you believe organizations are adequately addressing the infrastructure and management shortcomings that made remote work a struggle in the beginning?
ReplyDeleteThere are still gaps in areas like equal access, employee well-being, and long-term management plans, despite the fact that many firms have made considerable progress in overcoming the initial obstacles of remote work by investing in improved infrastructure, communication tools, and cybersecurity.
DeleteThis blog clearly captures the practical challenges Sri Lankan organizations face when transitioning to remote work. The discussion on productivity, connectivity, and cultural alignment feels especially relevant in our local context. While remote work brings many benefits, it’s evident that thoughtful planning is essential to make it work effectively. That said, how can businesses design flexible yet accountable remote work models that meet the needs of both employees and employers?
ReplyDeleteBy employing collaborative digital platforms, providing flexible scheduling, establishing clear goals and performance indicators, and doing frequent check-ins to maintain a balance between accountability and independence, businesses may create successful remote work models.
DeleteActually this blog thoughtfully outlines the multifaceted challenges Sri Lankan organizations face with remote work, including productivity dips, weakened team cohesion, and technological hurdles. Notably, research on Sri Lankan IT professionals indicates that while a conducive physical work environment and work-life balance can enhance job performance, excessive work flexibility may have adverse effects . These insights underscore the importance of structured support and clear communication in remote settings. As businesses navigate this evolving landscape, adopting hybrid models and investing in digital infrastructure could be key to maintaining organizational culture and employee engagement.
ReplyDeleteThis blog highlights the real challenges faced by Sri Lankan organizations in adapting to remote work. The points about cultural factors, like extended family distractions and poor infrastructure, are especially relevant in the local context. It would be great to also explore how hybrid models or improved HR policies could address some of these challenges.
ReplyDeleteThe blog effectively highlights the unique challenges Sri Lankan organizations face with remote work, such as home distractions, technological limitations, and difficulties in maintaining organizational culture. However, it could be strengthened by exploring potential solutions like hybrid work models, investment in digital infrastructure, and training programs for remote team management. Addressing these aspects would provide a more comprehensive perspective on navigating remote work in the Sri Lankan context.
ReplyDelete