Gartner Japan has announced the 2021 outlook for Japan’s telework. By 2025, 30% of companies are expected to convert to “remote-first companies” (companies that take telework as a matter of course). For various reasons such as work style reform, business continuity plan (BCP), securing human resources, and reviewing office space, the number of companies trying to switch to remote first will gradually increase. Being a remote-first company not only means that the company works regardless of fixed time and place, but also all aspects such as the existence value and way of the company, the meaning of belonging to the company, etc. It is said that it can be an opportunity to review the relationship between the company and employees. In addition to this point, Gartner points out two other notable trends over the next three to five years. First, it predicts that “by 2024, 65% of companies promoting telework will be limited to tool installation and infrastructure development and will not be able to achieve benefits, including increased employee satisfaction.” A survey conducted by the company in September 2020 found that many companies found the benefits of teleworking in improving personal time efficiency, such as saving travel time. On the other hand, the effects of stepping into the fundamental working style itself, such as reducing unnecessary work and improving productivity, are limited, and it has become clear that this is a future initiative. In many cases, all telework-related matters depend on the IT department, and in such companies, telework efforts are regarded as mere tools and infrastructure development, and are recognized as efforts to change the awareness and corporate culture of management and general employees. It is said that there are situations where it is not. Second, “By 2024, 80% of the largest teleworkers will reassess their internal social networks to ensure employee engagement.” Some companies that carry out telework are increasingly recommending regular communication between employees and between superiors and subordinates. Public communication, such as social networks, can reinforce communication between employees, which is often lacking due to reduced opportunities to come to work, and can reinforce employee engagement. Workstream collaboration applications that have evolved from social networks, such as Microsoft Teams and Slack, are now widespread and provide an in-house communication / collaboration environment. Furthermore, by recommending channels such as chat and chat, it is possible to promote interaction between employees and complement the engagement that tends to be lost in telework.