Spain suffered a mass blackout. The distributed teleworking came immediately to save many companies

Spain has lived an unprecedented fact in its history: A generalized blackout that affected the electricity supply of The entire Iberian Peninsulaincluding Portugal. As a collateral effect due to saturation, the mobile communications network He also collapsed. This made the normal development of The working day. So many companies ended up closing their doors. The blackout that Spain has suffered has been A very extreme casebut teleworking and, above all, distributed work has saved the furniture of those companies that did not have a staff structure based on workers resident in a single citycountry and even continent. While many companies They were forced at closing For not having electricity or Internet access, including those with remote employees, companies with remote workers distributed throughout the world demonstrated their resilience to any local incidence such as the one that left Spain in the dark. We have talked to two of those companies that could maintain their activity in Spain thanks to remote work distributed by different countries. Distributed work and global blackout templates One of the things that the proliferation of the Teleworking after the 2020 pandemicis that talent It no longer has borders And, thanks to technology, someone in Bali I could be teleworking For a Spanish company without any problem. Some digital native companies such as Eventbritea platform for the sale of tickets and events, broke with their centralized organization following the pandemic, and chose to redesign their structure in A decentralized model Based on small teams distributed throughout the world, but mainly in the US, India and Spain. Jaime ValloriVice President of Eventbrite engineering assured that Thanks to that decentralized structureEventbrite continued to function normally while the blackout lasted. “We organize in teams (Squads) that are responsible for the maintenance of the detail pages of certain events. On Monday, the Squads of Spain is not that they could not do the maintenance of those events, they could not even know if something happened because they could not access,” Vallori told us. Before such a scenariothe rest of the teams located outside Spain took over from their teammates. “We activate a protocol so that the teams we have in the United States and India, proactively monitoring those areas that we covered from Spain, but obviously, could not be covered by our team,” said Eventbrite Engineering head in Spain. Vallori stressed that the platform has an incident alert protocol that is automatically climbing to different equipment if it is not answered in a certain period of time. “Since we are geographically distributed, throughout that protocol there is people from different areas of the world Until you get up at all. Therefore, although we had not given us time to activate that checkup (of local events) proactively, in the end through the scaling, it would have reached someone who could access and resolve the incidence, “Vallorí explained. “Our customer service is also distributed between the United States and other countries,” says Vallori. Therefore, if someone with sufficient coverage In Spain I would like to be attended by the company’s customer service could have done so because it remained active despite the fact that the development team in Spain was not operational. Blablacar continued moving in the dark Víctor Méndez, Vice President of Engineering of Blablacar, already told us the Advantages of having a remote template distributed by different countries. Resilience to an event like the blackout that Spain has suffered is one that can add to its list. Florent BannwarthCountry Lead de Blablacar, lived in the first person the disconnection of your entire team of the company’s infrastructure. “He had time to see him come a little and notify France and other countries from which he was going to come to Spain. No one was going to be able to use the platform and we did not know when he was going to re -normalize. So from France they could organize and gave us support, “Bannwarth recalled. In addition to the shared car service, Blablacar also manages an international bus service, so it starts from France’s support was based on replacing the Spanish team in the management of those buses that came out of different parts of Spain. If not for them, This service would have stopped workingjust at the time when neither trains nor airplanes They operated normally. “The service worked without incident and had an important peak of activity, especially between Barcelona and cities in southern France such as Perpignan and Toulouse, many passengers. At the last minute the only thing that worked It was the bus“The head of the Blablacar team in Spain said. On the other hand, Blablacar’s distributed model allowed teams from other countries Maintain the operational platform in Spain so that it would not register incidents once the service was restored, avoiding delays in its implementation as it happened In the railway sector. “The next Tuesday was the day that the most reservations made in Blablacar in more than 15 years in Spain”, due to the need for urgent displacement of those who They had stayed halfway of his destinations because of the blackout. “Another advantage we had was that, part of the user service team that attends in Spanish, works from France and other countries,” although Spain’s staff of Spain was not operational, users who had coverage could solve their incidents normally. In Xataka | Companies that have eliminated teleworking are facing a big problem: they take longer to cover their vacancies Image | Unspash (Dmitry Grachyov)

A percentage illustrates to what extent there is no going back in the war war against teleworking: 14.6%

The Covid-19 pandemia accelerated the adoption of teleworking in Spain, five years later, the mantra that the teleworking had arrived to stay admits some nuances. While it is true that it does not record the adoption figures of 2020, it does seem to have stabilized by the advantages it offers To companies. Gone were the days when going to the office was the only option and Teleworking was a science fiction thing. With almost 15% adoption, teleworking double They value conciliationor as a talent collection tool for companies. Teleworking is stabilized. As we already pointed out in October 2024, Teleworking has started a consolidation stage in the labor market after its boom and subsequent fall. According to data collected in the last Randstad Workmonitor Report14.6% of Spanish employees Teletrabajan. This implies the highest figure of the last three years, and a considerable increase with respect to 5% teleworking that was recorded in 2019. This means that approximately one in six workers has adopted this modality, either teleworking full time or in a hybrid day format that combines days in the office with days at home. The most significant thing is that, despite the increase in the policies back to the office that some companies have undertaken, the slight rebound of the last quarter of 2024 registered by the INEThey reveal that teleworking has maintained the guy. More flexibility and conciliation. This percentage represents a significant change in the labor market, in a country with a strong face -to -face work such as Spain. “The new hybrid work models are consolidating in Spain and in the rest of the developed countries as a result of a demand by employees to implement measures that facilitate the conciliation between working and staff life,” says Oriol Mas, general director of Randstad Enterprise. Although teleworking has not meant the total revolution that some predicted, it has been consolidated as a tool for Time and conciliation flexibilityas well as to maintain productivity before specific or meteorological events that in other times would have involved stopping business activity. An example was the Dana that Valencia sufferedor recent meteorological alerts in which great companies recommended Your employees work from home. The secret of success: hybrid day. The factor that has made this increase in teleworking have been the appearance of The hybrid dayswho have gained prominence in recent years. This model allows to maintain the cohesion of the equipment with face -to -face days, and make the day with teleworking days. In absolute terms, the Randstad report indicates that only 7.5% of the total employees who telework do so full time, while the remaining 7.1 does so regularly in a context of Hybrid Day. Where do you telework more. Teleworking is closely linked to the nature of the companies that offer it, so the type of companies in a territory decisively influences the percentage of teleworking. According to him Randstad studythe autonomous communities where the most telework are usually those with a greater concentration of technology companies and large companies. By communities, Madrid leads teleworking with 25.9% of total workers betting on this modality. 13.5% do so regularly (3 days or more), while 12.4% do so occasionally (less than three days per week). It is followed by Catalonia (16.2%), Community Valencian (14.4%), Basque Country (13.1%) and Galicia (12.4%). Teleworking percentage by Autonomous Communities In contrast, those communities with the greatest predominance of manufacturing industry or the primary sector are those that register a lower incidence of teleworking in their labor market. La Rioja with only 6.3%is the one with the lowest percentage of Teleworking, followed by the Canary Islands (8.2%), Navarra (9%), Castilla y León (9.3%) and the Region of Murcia (9.4%). In Xataka | Teleworking dominated the world during pandemia. Five years later your reality is very different Image | Unspash (DFY)

Employees value both teleworking that they would be willing to lower their salary: specifically up to 25%

100% remote work is becoming a model with less and less presencesince companies are adopting hybrid days at best, and the return to the face -to -face in many others. In that context, A study From the National Bureau of Economic Research (NBER) I have revealed that employees are willing to give up a percentage of their salary, or accept offers with a lower salary, if that allows them keep working from home. Up to 25% salary cut. He NBER study He has analyzed how much the employees of the technological sector value remote work, using concrete data and comparing it with their salary. This assessment allows to measure the real value that employees give to teleworking in a context in which face -to -face work and hybrid work models have become the most common option. The result has been surprising since the employees came to assume discounts of up to 25% on average in exchange for not having to go to the office. As I know resigned from teleworking daysthe salary amount to which they were willing to resign was also reduced, going down to the strip from 15 to 20% of the total salary. A much higher cuts than expected. The National Bureau of Economic Research is not the first study that addresses this valuation of teleworking, but the estimates of the previous studies resulted in a much smaller percentages fork that placed the cut that were willing to assume between 5% and 10% of your total salary. As an example, we find The study carried out in January 2024 by the University of Barcelona and the “La Caixa” Foundation, which set this percentage in 8% salary cut. However, something that must be taken into account is that teleworking options have been maintained In high qualification profiles and higher wages, so this cut already part of a salary range with a high percentile. The law of supply and demand. According to Report data ‘IV Radiography of Teleworking in Spain 2024’ prepared by Infojobs, 7.6% of employed people work more than half of their weekly day from home. However, The study ‘State of Remote Work’ of 2023 prepared by Buffer, revealed that 98% of employees preferred to work from home for the constant interruptions and by the displacements to the office. On the other hand, as the Infojobs study pointed out, the offers that included some teleworking modality has been reduced by 2024, representing 14% of the total employee vacancies published. This percentage has only declined since in 2021 it reached its 21% peak, which was reduced to 19% in 2022 and 18% of the total in 2023. According to the NBER study, reduction in the remote employment offer has caused remote work to be perceived as a much more valuable modality than was estimated in previous studies, especially between technological industries. A justification for charging less? The study opens an important debate on compensatory differentials between employees. Employees with teleworking days do not show substantial salary differences With respect to their peers who go to the office. That would leave the door open to companies could reduce salary for remote roles under the principle of compensatory differentials. That is, pay less in exchange for non -salary benefits such as hourly flexibility, which their classmates do not enjoy with a face -to -face day. Something that is not happening. According to the authors of the study, this salary equalization suggests that technology companies are still adjusted to this New labor reality and compete to retain talent by offering similar wages, regardless of whether the work is remote or face -to -face. Telefajo: an advantage for SMEs. As the ADECCO IT & DIGITAL SALARIAL GUIDESMEs cannot compete with the salary ranges offered by large technological ones. That is why teleworking offers you an opportunity To attract a talent that finds no remote employment offers in large technological ones, which they have given by amortized Your adventure with teleworking. Nber’s study demonstrates a trend in which qualified employees would be willing to collect a lower salary that would perceive it in a large multinational, in exchange for being able to work from home. This implies a factor that balances the opportunities to capture talent for SMEs. In Xataka | After this year one in three young people will have changed their jobs: it is nothing personal, it is only salary Image | Unspash (Half Profile)

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