Digital nomads are shaping the future of work. In this guide, find out how HR leaders can support remote employees with the right tools, policies, and benefits
With the pandemic came the rise of digital nomads. As the name suggests, they are workers (mostly millennials) who travel while working, equipped with digital devices like laptops.
This unique segment of the workforce has special requirements and needs. If you’re an HR leader with digital nomads on your team, this article is for you. We’ll be focusing on digital nomads who are traditional employees, not freelancers or individual contractors.
Here are three ways to support digital nomads at your company:
This is one of the most important ways to show support for remote workers at your organization. Access to reliable tech is your employee’s lifeline:
Here are some of the most basic equipment any digital nomad would need:
Depending on how your operations are staffed, having 24/7 access to IT support is a big help to digital nomads. Nothing is more stressful than having tech issues with no one to contact for help.
According to the 2023 Digital Nomads Report, 14% of digital nomads’ employers are not aware of their lifestyle. This puts employers at risk of unknowingly condoning immigration and labor violations.
Based on the same report, another 18% do not have a digital nomad policy. Still, employees got approval from their managers to carry on with their digital nomad lifestyle.
What can HR leaders do to support digital nomads in this area? Have a digital nomad policy in place. It should cover key areas such as:
Jobs that can work across time zones and at any location are perfect for digital nomads. Some examples:
Our article on work from home positions should give you a few more ideas.
This will help remind and guide your remote worker of the do’s and don'ts under the policy.
This will cut down on issues with immigration, taxes, and other legal concerns.
The decision to offer insurance cover to a digital nomad is usually based on the nature of work and the countries involved. In some cases, digital nomads can take care of their own nomad insurance coverage.
Code of conduct
A digital nomad may not be in the office but must still follow their employer’s code of conduct. Signing this document means that they comply with other policies (aside from the nomad policy) set out by their employer.
Your employee working remotely on the wrong visa type could result in a host of problems for them and for you. They shouldn’t be working in a foreign country if they’re on a tourist visa. Some countries have harsh penalties if they find foreigners breaking their immigration laws.
This is where drafting a list of countries where they can work (as outlined in your policy) can help. Your team can identify countries that offer special visas or working holiday visas that might apply to your digital nomads.
When it comes to choosing which countries to work in, the best options are those that offer digital nomad visas.
US citizens are required to pay taxes in the US regardless of where they work. If they work for extended periods in certain countries, they may be required to pay taxes there as well. The US has agreements with some countries to avoid double taxation, and it’s best that you consult a tax expert on this.
Different rules apply to:
Share basic, but essential, information on tax issues with your remote workers and digital nomads. They need to know the impact that extended periods of residency abroad might have on their tax obligations.
These are some ways to address legal and compliance issues. The key is being informed – speak to a lawyer, tax consultant, or immigration specialist for updated guidelines. Share relevant information with your remote team. They should be aware of what could happen if they breach the nomad policy.
A powerful way of showing support for digital nomads is building a remote-first company culture. This means that remote work is what identifies and sets your organization apart from the others, making you an attractive choice for talent worldwide.
Start off by understanding what a remote work policy is about, then scale and build from there.
Here are some ways to build a remote-first company culture:
It all starts from the top – leadership should endorse and support remote-first practices. Walking the talk goes a long way in encouraging others to embrace a remote-first approach, too.
What does this look like? It means:
If digital nomads had to rely on decision-makers in another time zone to get their work done, well...they would get nothing done. Remote-first organizations encourage independent decision-making to support autonomy and efficiency.
Take it from Whereby, a fully remote video conferencing company. Its overarching policy is to do “whatever is in the best interest of Whereby.” This policy has made the company’s digital nomads and remote workers feel empowered and trusted.
Whereby is also one of HRD’s best companies to work for in 2023.
Despite the many advantages of working remotely, one major downside is the tendency for miscommunication. Short chats miss out on facial expressions, voice tone, and body language that make a difference in how the message is received.
This is why it’s best to over-communicate. Try not to make any assumptions; spell everything out. Make sure that objectives and deliverables are clear across teams. Some remote companies even require daily, weekly, and monthly progress reports to keep everyone updated.
Here are some strategies to help address communication problems.
Discover how to keep employees connected across time zones and foster a strong company culture in our latest podcast with Casey Bailey, Head of People at @deel!
— HRD America (@HRDAmerica) September 30, 2024
Listen to the full episode here: https://t.co/ADSzH69Mxi#RemoteWork #CompanyCulture #HRInsights #DigitalWorkplace pic.twitter.com/0lnMaDFpjc
For a truly remote-first policy to work, keep everyone in mind when drafting policies or programs, including your digital nomads and remote workers.
According to a study, hybrid and remote workers are missing out on promotions. This shouldn’t be the case. Everyone should have access to the same opportunities, whether they’re in the office or on the other side of the world.
Wellbeing is important for any type of workforce, and especially for digital nomads and remote workers. Studies show that remote workers tend to suffer from overwhelm and burnout.
There are several ways to support your employees’ wellbeing:
Employee recognition tools are worthwhile investments especially in keeping your remote workforce healthy, happy, and engaged. Check out the best HR software providers for some ideas on what employee recognition tools are available.
As you roll out and set these practices into motion, get feedback from your digital nomads and managers. Is everything working for them? What would they like to change? Collate the feedback, using HR analytics to help you distill and analyze the data.
Make changes to your policies and practices as needed. Building a remote-first culture is new for many companies, so don’t expect to get it right the first time. Keep adapting and improving. Use feedback from your workforce, especially from your remote workers.
Digital nomads are usually in highly specialized roles such as software development, IT services, and digital marketing. You’re hiring top talent when you make them part of your workforce.
This means your organization benefits from the tech expertise, insights, and creativity that digital nomads bring to their role.
Supporting digital nomads may result in new HR policies and practices, but the payoff is huge. In having a digital nomad policy and a remote-first culture, your company attracts and retains top talent wherever they are. Wouldn’t you want that for your organization?
What ways of supporting digital nomads are you planning to adopt at your organization? Let us know in the comments below
