Remote Work Policy: Why You Need it for 2020 and Beyond
2020! A year no one will forget, at least not for the next decade.
In the wake of COVID-19, the world faced one of the biggest work from home experiments. Turns out the experiment might stay with us for quite a while now. Large organizations like Facebook, Microsoft, Apple, Amazon, Twitter, Google, Salesforce, Chevron, and Spotify have already rolled out mandatory work-from-home policies.
At some companies, remote working has been declared until July 2021.
A new set of policies need to be carved – a remote-work-policy. Well, this is not how we all have imagined 2020 to be, however, this gives us a great chance for a reset in our lives.
It is a challenge for the human resource industry, especially the HR leaders.
Organizations that are looking to hire new talent might need to offer the candidate a mix of remote work and an in-office culture or perhaps full-fledged remote working.
Here’s what you need to keep in mind to start making working from home the new normal:
- Design a work-from-home policy to address shortcomings of the current situation.
- A structured plan to shift workers toward remote working.
Also, we will talk about why organizations need to stress more on remote work policies and why we need them more than ever.
- Offers transparency for the job candidates
Having a structured plan about shifting to remote working can be an added benefit for job candidates and the current workforce. With the current situation, you can expect candidates seeking clarity about the work-from-home policies.
The organization will also be under evaluation by the job seeker based on how well the employer handled the pandemic situation and made a smooth transition.
- Can give a leeway for the current workforce while working remotely
Workers expect a little more flexible work from home policies – a balance between utilizing technology and managing personal schedules.
For instance, an employee who needs to visit a nearby hospital might want to work from home until it’s the time of their appointment, then perhaps continue the work later. Doing this allows the employee to waste less time traveling and more time on their work before they visit the hospital.
- May get the company losing more employees
Although your organization has a long tradition of doing most of the work on the onsite, it still holds accountability if remote work wasn’t part of the preparedness. For instance, certain situations may rise like a natural disaster or a disease outbreak, therefore, such companies should be prepared in making remote work easy for employees.
A company that has planned before even a disaster strikes are said to be the most successful. Staying prepared helps an organization maintain productivity, prevention of huge loss, and avoiding the chaos.
The foundation of a successful work-from-home policy is based on three factors:
- Structure: every organization has a set of structures while leading a workforce. But perhaps, a different structure may be needed to keep every generation to be creative and promote productivity. For instance, it is studied that millennials and Generation Z tend to perform well with a structured work from home model. A structure can help even the new hire start developing their network within the organization, a connection that is even more difficult to build without an office working environment.
The work structure is applicable for both employees as well as the C-suite and the managers. The major goals must include opening platforms where everyone gets to share their ideas while building connections. Staying connected across the teams and at an organizational level. The structure should also help employees maintain focus, be innovative, and at the same time balance responsibilities at home.
- Connection: staying connected while not being able to physically engaged is one core aspect that an employee needs to adapt while working from home. The ones who feel they’re connected are the ones who know how to connect with their team members or their managers. But staying connected with the higher management or the C-suite may still be a challenge. The only way to combat this feeling is by planning ahead of time.
- Accountability: employees should be able to reach out to their managers, be it while working in an office environment or at a remote workplace. It is likely possible for managers to behave recklessly at times while working from home.
At times, they might even try to micromanage. Instead, conflict and stress are created where workers need to take heed responding to the managers’ inquiries while they also need to get their work done. While other managers believe their team can handle a project on their own. Thus, where the employee seeks help, the manager won’t be reachable. Such situations can be unnerving. Therefore, regular check-ins and connectedness amongst the team are mandatory.
Each of these factors plays a fair part while helping employees make a swift and smooth transition of remote working.
Building a remote work policy is a work in progress for the future.
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