As we have been discussing, the COVID-19 crisis has required that companies and organizations of all kinds transition quickly to a remote workforce.  However, even as Florida moves to re-open businesses this week, many companies are considering allowing employees to remain at home, whether to extend the shelter in place, or as a long-term arrangement. Although a forced situation, managers and business owners have learned that the remote business model can be both financially rewarding and a moral boost for employees who wish to have the option.  Creating work-from-home guidelines will be necessary to make this a permanent part of a business plan, just as an employee handbook did so at the office.

Fact: 37% of employees would switch jobs if given the opportunity to work remotely. Even before the crisis,  telecommuting was on the rise.

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Incorporating Work-from-Home Guidelines

Even with a significant upswing in this work arrangement, 57% of employers have no written plan in place for their remote employees.  The more detailed information you can provide to these employees, the more likely the arrangement will be productive for all involved. Here are some tips for putting work-from-home guidelines together for your company.

  • Outline company expectations for every remote employee based upon job description. Incorporate these guidelines into your current employee handbook and be sure to go over with any employees who will be working remotely, either full or flex-time.

  • Clearly state how your work-from-home policy improves your employee’s value proposition and your company’s guiding values.

  •  Identify the roles within your organization which are eligible to work-from-home. Consider client-facing responsibilities, identify software limitations and evaluate security risks. You may also wish to identify a other requirements – after 6 months with the company or if certain goals are met, for instance.
  • Determine is positions are automatically work-from-home, or if employees need to apply for that status. This is important as managers budget for office space, technology and cybersecurity measures.  Flex-time arrangements will also need to be taken into account.
  •  Work-from-home guidelines should include acceptable working conditions for employees. If the job requires taking customer service calls, a crying baby or barking dog may not be acceptable. Set requirements, productivity goals to measure how it is going, and also identify those things which may necessitate an end to the arrangement.
  •  You may wish to give employees a list of acceptable reasons to apply for work-from-home status, such as illness, parenting responsibilities or a long commute. You can also establish a schedule for work-from home, be it full time, two days per week, or as situations arise, such as unsafe weather conditions. If employees are able to work from home or office, they may need redundant technology.
  • For most positions, work-from-home guidelines will include specific working hours. While some jobs can be completed off-hours, it is generally advised that people work during the hours that their colleagues or clients are working – so that they can be available for calls, messages and meetings. Expectations for availability may represent the most critical set of guidelines, as working-from-home can inspire a more relaxed approach. Make sure employees are aware of the approved methods of contact – IM, text, internal messaging, email, phone call – as well as an acceptable time frame to return a communication.

    Your organization may have different priorities, so business owners should get together with their management teams to create effective guidelines. If you need assistance in creating your plan, call the experts at Alliance IT. Our experienced IT professionals can help you to determine acceptable technologies, security measures and telecommunications requirements to ensure your Sarasota area business stays competitive and profitable.