Our exploration of decentralised organisations has now come to a close, after delving into eleven different topics throughout our series.
Following that, we delved into the practical elements and shared our knowledge and insights on how to form an organisation using this structure, as well as important considerations for its day-to-day operations. Additionally, we clarified common misunderstandings surrounding decentralised businesses after discussing its definition. Lastly, we must evaluate the financial implications and determine which option is the most fitting for our circumstances.
It is worth mentioning that although most of the topics covered in this discussion are relevant to decentralised businesses in general, there could be particular intricacies to bear in mind depending on the nation or area of registration for the organisation.
Remaining attentive to regional disparities is crucial to avoid expensive errors that could have significant repercussions in the future. With this in mind, we can now turn our attention to examining the monetary ramifications of decentralised companies.
The Decision is Yours to Make
Here at Works, we have emphasised that there is no one solution that fits all when it comes to transitioning to a decentralised structure. To that end, we have released The Works Guide to Hybrid Work – an extensive resource that weighs up the advantages and disadvantages of both the conventional office model and decentralised and hybrid models. Our intention was to provide insight into which approach aligns best with the objectives of a particular business.
Regarding the financial considerations, the same holds true. The benefits and drawbacks of a decentralised approach are subjective, which can make it both an attractive and unattractive option.
As an extra note, our most recent article regarding the possible advantages of automation for businesses that operate across multiple locations may be of particular interest to you. Implementing automation for routine financial tasks such as salary processing, overtime calculations, and expense management could be a significant source of aid.
Embracing the traditional model of a central headquarters and various branch offices can make financial management more straightforward and easier for businesses. Additionally, this method guarantees that the organisation is still subject to the laws of the nation in which it is registered.
It is clear that dealing with multinational enterprises can be complicated, but it is crucial to bear in mind that this has been the conventional means of conducting business for over a century.
Moving on, we will investigate the decentralised structure. It is vital to take into account factors such as the organisation’s arrangement, near, medium, and long-term goals, and the geographical dispersion of its staff members when determining which route to pursue.
It should be expected that the makeup of your organisation’s personnel would be markedly different if hiring was restricted to those from the same country as the central office, as opposed to actively seeking out the best candidates from a global talent pool.
Getting Straight to the Point
As our discussion progresses, let us suppose that you aspire to adopt the strategy implemented by Works. With our headquarters located in San Francisco, USA, our personnel and clients originate from all corners of the globe.
Having HR and financial specialists located in your most crucial markets will be crucial if you wish to maintain a competitive edge. This guarantees that you have the understanding required to adapt to the distinct cultures and customs found in various areas of the world. Consequently, while your central office may be the basis, the manner in which it is executed in local departments will be tailored to meet the specifics of the region.
This will guarantee that your financial activities comply with regulations and grant you access to larger groups of experts. Nevertheless, it is worth considering that there may be certain drawbacks. The HR and administrative personnel at the central office will be confronted with the extra responsibility of overseeing remote teams and identifying the most suitable suppliers.
Selecting the suitable currency for remuneration is a crucial aspect when discussing salaries and expenses. Deciding to compensate workers in the currency of the nation in which the company is headquartered can provide assurance that fluctuations in the exchange rate will not be a concern. Offering appealing compensation packages can guarantee that staff members receive their funds in their regular bank accounts without requiring any additional effort.
It is essential to bear in mind that personnel may necessitate thorough training and comprehension of the procedure to adhere to it correctly. It is probable that a significant portion of the experts have exclusively worked for domestic organisations and possess no former experience in delivering their services to foreign-based businesses. Hence, it is crucial to provide them with guidance and assistance throughout this process.
Last but not least, you can potentially reduce payroll costs and related taxes by gathering a dispersed team of personnel working remotely in different places. This may require offering supplementary appealing compensation alternatives to the talent you are recruiting. Nevertheless, the benefits of doing so will likely outweigh the alternatives.
Before making any significant decisions or devising a plan for your firm, it is necessary to consider your specific requirements and analyse the current circumstances. This may include evaluating the location of your potential workforce or customer base. To guarantee optimum outcomes, it is advisable to enlist the expertise of professionals to establish a solid foundation and avert potential problems. Embracing the distributed model with an awareness of its intricacies and being ready for the implications may allow you to enjoy the numerous advantages it offers.
