Build a Remote Work Policy
The agreement between companies and employees regarding when and how they can work remotely is outlined in a remote work policy.Although COVID-19 may have made remote work mandatory for a certain period of time (two years and counting), many businesses are choosing to provide it in the long run for benefits including improved employee retention, better access to a diversified talent pool, and higher productivity.However, since they differ from office-based employee management, it's crucial for businesses to clearly identify their remote employee management methods. When drafting a policy for a remote workforce, numerous essential components must be clarified.Let's go over the key inquiries you should make here so you may always be one step ahead.
Who Is Eligible For Remote Employment?
You've probably heard of companies like GitLab and Automattic, the creators of WordPress, that operate entirely remotely, with no physical offices and all workers working from home or wherever they choose.On paper, it looks fantastic, but not all businesses will want to—and in fact, many won't be able to—select a wholly remote approach. Because it prioritises choice over remote work and gives employees the freedom to decide where they want to put in their hours, the hybrid model is also the most widely used.
However, you must first think about who can work outside the office and how often when drafting your remote worker policy. Define whether it is up to the employee to decide how much time they spend at home and in the workplace, or if the manager must provide their consent. It's important to remember that these requirements will define your remote work model, therefore accuracy is essential.If you have a location-based pay scale or employees who currently receive an office-based travel stipend, be sure to consider how working remotely may affect pay and benefits.
What Availability Schedule Do You Anticipate From Distant Workers?
Next, describe what you anticipate from your remote employees. Do you need them to be available particularly between 9am and 5pm, or are they flexible regarding working hours within a set window? Some businesses establish responsiveness guidelines that are comparable to a service level agreement, including the need that emails be responded to within two to four hours.It's crucial to take into account different time zones when thinking about distributed teams, therefore you might want to be broad and use phrases like "as promptly as feasible" or "2-4 hours throughout your local working day."
What Tools And Technical Assistance Do You Provide Yor Home Workers?
Your employees profit from the furniture and technology in the office, including the laptops and cell phones provided by the company, as well as the seats and desks, conference room space, software licences, and maybe a few too many Nespresso pods. Your remote work policy is where this information needs to be outlined because different firms have varied policies for providing tools and technology.
Consider the technologies you're willing to source and provide, as well as the equipment you'll buy at a cost but would want employees to pay for up front. If applicable, think about how much you're willing to offer as a stipend for working from home, which may be used to pay for extras like printers and ink. Some choices, like supplying business laptops, can be made the same way as for office workers, while others may require more discussion, such who will foot the bill for internet access or a dedicated phone line.
Technical assistance is also crucial to consider because if a laptop breaks at home, your employee can't just take it to the IT desk. Are you happy to pay for repair and maintenance close to the employees' locations, or do you want them to bring their devices into the office to be fixed?
How Will You Manage Communication And Teamwork?
When leading remote teams, maintaining employee engagement is a crucial factor to take into account right on. Remember, you're not just managing people; your aim should be to establish a productive culture.Why not indicate in your remote work policy which communication technologies are effective, accessible, and recommended for each scenario? Slack, for instance, is an excellent tool for daily team communication. You may also require a weekly 1:1 meeting via Zoom with the employee's management. This maintains open channels of communication and promotes frequent interactions to strengthen bonds.
A remote working policy is advantageous to both the company and its employees.Given that it has become a need from qualified and competent individuals, it is a wise move to give careful consideration to how you wish to formulate and word your remote working policy.Allowing workers to work from home on occasion or hiring one or two people in a different location without establishing your remote policy may put your business at greater risk of compliance and have a bad effect on your company culture.
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