Are you concerned about your work-from-home policy? If so, you’re not alone! According to a recent survey, a whopping 73% of remote workers feel the same. One of the biggest causes for concern might be an unclear—or worse yet, absent—work-from-home policy.
So, first thing first. If you don’t have a work-from-home policy, now is the time to make one. This policy establishes clear expectations for professionals that work remotely, removing a lot of guess-work, miscommunication, frustration, and wasted time for employer and employee alike.
The Basic Components of a Work-From-Home Policy
Work-from-home polices can vary depending on the scope of the employee/employer relationship. However, there are some basics that should be common across the board. In basic terms, these include:
- Remote Working Eligibility: Determine who is eligible to apply for a remote working position within your company.
- Remote Work Request Process: Outline the application process for obtaining a remote working position with your company.
- Clear Job Descriptions/Project Goals: Establish a clear job description that includes daily, weekly, or monthly goals.
- Established Working Hours: Create a schedule that includes days to be worked, working hours, days off, and establish a process for requesting time off.
- Communication Channels: Provide clear channels of communication between all team members. Guidelines might include work submission, team collaboration, meeting venues, and communicating concerns within the proper chain of command.
- Technology Requirements and Support: Inform of all equipment and software needed to work remotely and offer access to technical support.
- Grounds for Termination: Establish clear boundaries and disciplinary actions involving the matters set in place within the work-from-home policy.
How to Make Your Work-From-Home Policy Effective
Once you have a clear work-from-home policy in place, you will want to ensure that your policy is effective. Here are some tips for success:
- Prioritize Communication: Communication is important when working remotely. Daily check-ins are useful along with dedicated project management and communication software.
- Provide Policy Education: Make sure that the policy is clearly understood by taking the time to go over the policy in detail.
- Ask for Employee Input: Build a happier and more productive team by considering how the work-from-home policy affects everyone involved.
- Evaluate Your Policy Regularly: Allow for necessary change by evaluating and amending the work-from-home policy regularly.
- Trust Your Remote Workers: Avoid micromanaging your remotely working team. Have a clear policy in place, provide remote working opportunities to trusted individuals, and watch the team blossom with newfound freedom and personal responsibility!
A lot goes into creating a work-from-home policy but it is well worth the effort—both for employer and employee. If you’re an employer and you don’t have a clear work-from-home policy, create one! If you work remotely and you have questions about your employer’s policy, or if they don’t have one, submit a polite inquiry.
Communication is key for any team and working remotely poses new challenges. Both employer and employee can rise to the challenge with a mutually beneficial policy!
