As we start to prepare for the post-COVID-19 world, "work from home" has become very popular among companies.

What you need to focus on right now is to have an effective telecommuting policy.

In order to stay efficient and productive, it’s a good idea to create a formal telecommuting program in place to help you keep updated of employees who work from home and ensure everyone has no problem performing.

Is a telecommuting policy that important?

Working from home is the future of work. In fact, 77% of workers reported greater productivity outside of the office. 

But without a telecommuting policy, companies can fail. By creating a working-from-home policy that’s clear and easily understandable, your employees can understand what is expected of them.

Creating a working-from-home policy

• Define what positions are eligible to work from home. Make it clear on who makes these decisions and what the official policy is (e.g., how many days per week).

• Be specific about the policy. Be clear about expectations and requirements.

• Create an effective power structure. Entrust managers to set benchmarks for their employees who work from home.

• Outline what tools your employees should use. Make a list of productivity and communication apps that your workers will need. You should also let them know how to use these apps.

• Be open.  If you're new to remote work, listen to feedback from your employees so you can find an effective strategy for all of your employees. 

Some employees thrive when they work from home.

Aspects of a telecommuting policy

1. Eligibility

First things first focus on these three things about your employees:

• Attitudes

• Work ethics

• Personalities

Ensure these aspects align with the company’s expectations of telecommuting. Not everyone can be productive without a manager to supervise them. 

You should also set eligibility guidelines, based on aspects such as:

• Nature of the position

• How long a person has worked at the company or in their current role

• Past job performance

• How frequently a staff member can telecommute

2. Expectations for work hours

Sometimes there are cases where remote work can help staff members with family obligations, so their working hours may be different than others. Employers need to trust their telecommuters and give them the freedom to do their jobs in a way that works for them.

But you also need to hold your employees accountable for their assigned roles by adhering to company expectations. Certain expectations must be set. Remote workers should:

• Be available during office hours

• Meet deadlines and complete projects with excellence

• Maintain communication with their manager and co-workers

3. Equipment and cybersecurity

If your company deals with sensitive information and material, you should take note of the devices and programs your workers use when they work from home, and set up safeguards against any potential hacks or breaches.

Make sure they install an antivirus that is equipped to scan and identify malware and spyware. It’s also a good idea to let your employees know that company-issued devices should only be used for work-related purposes.

4. Communication methods

Text-based communication is fast and easy, but some information could get lost in translation. So, encourage your employees to use phone calls or video conferences instead as it can make for a clearer and detailed discussion and collaboration.

It’s easy to feel disengaged, so set up a group chat channel for “fun talk” so your employees can keep up with each other like they would in the office. It’s not the same, but it will help them feel more connected.

5. Policy abuse

As much as you trust your employees, you still need to prepare for the worst. Some employees may abuse a working-from-home policy. You should explicitly state that remote work is a privilege that can be revoked if the employer found out an employee is not meeting their expectations while working outside the office.

This is how you eliminate any abuse of the working-from-home policy, by measuring at both the individual and team levels and holding everyone accountable for their results. 

 
Not everyone finds working from home an enjoyable experience.

Is your remote work policy working?

The most important part is to make sure you’re using productivity apps that give you an overall view of your team. Check where your team is succeeding and where productivity can be improved. 

You can also regularly check in with your team and ask them how they feel about the policy. It’s easy for them to feel isolated so engage with these employees. These are all ways to assess your working-from-home policy and see if there are any adjustments to be made.

Source: Business News Daily

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