As remote and mixed work continues to become the norm, many organizations are struggling with how to develop work-from-home policies. This guest post by Jean Wilson Murray breaks down 12 tips you can use to create yourself.
The coronavirus pandemic has forced all of us to suddenly change our lifestyles, especially when it comes to switching to remote work mode.
In order for remote employment to be successful, organizations need to develop a remote working policy that outlines expectations and conditions in this situation.
Check out these 12 tips for creating a remote work policy to help employees:
- Maintain productivity
- Avoid overwork
- Keep in touch with your team
- Support each other
This is what you need to know.
The work-from-home policy is a document that contains a set of rules and instructions for company employees to work remotely in the most efficient way.
Such guidelines must contain rules and descriptions of the most important issues related to remote work, from collaboration software tools to how many hours employees should be online.
The work-from-home policy is a FAQ document that contains all the answers to the employees’ most frequently asked questions, especially during the transition period.
In general, there are many benefits for employees to work from home, but policies need to be developed to avoid wasting work time on logistics issues. They also help the team stay on track and increase productivity.
These policies also help employees understand what is expected of them, stay focused during working hours, and distinguish between professional and personal life when working from home. In turn, this will keep your employees mentally healthy and provide job satisfaction.
No matter which industry you are in, there are many best practices you can use to develop a strong work-from-home policy.
1. Clear working hours
The lack of a formal office hour structure for remote work can cause confusion for employees. Therefore, it is important to clearly define when employees should be on the phone. e-mail, And direct messenger. You also want to define when employees should start and end the work day. If your company uses flexible work schedules, please describe the procedures for reporting work hours and completing tasks.
For example, you can initially specify the following responsibilities in the employee’s employment contract:
- Keep your company’s smartphones turned on during working hours. If you miss the call from your employer or customer, please call back;
- Provide a report on the work completed during your working day (if requested by your supervisor);
- Attend through designated online meetings and appointments Video conferencing tools, etc.
2. Ensure business data security
Data security is very important, especially when transmitting any confidential data, so use Managed cloud hosting Just to avoid any data leakage and loss.
You must first let all your employees know that their work email is the property of the company and can only be used for work communications, and you can view it as an employer or company owner without prior notice.
You also need to let them know that you will be in your B2B list creation Process, or when you collect data for marketing. At the same time, please make sure that your data is safe to avoid fraud and phishing in the future.
Include instructions on data protection and links to equipment security tools in your work from home manual.
You also want to provide detailed Instructions for solving WiFi, hardware, and software issues.
3. Consider rest time for employees
The break time between work should be regular, preferably regular. Maybe your employees are used to having lunch with colleagues in the office when everyone is free. However, it is best to stick to a strict schedule when you are at home, especially at the beginning.
If your employees work full-time, try to provide them with at least 3 breaks of 15 to 20 minutes and a lunch break of half an hour to one hour.
4. Specify a method of measuring productivity
Explain how you assess the quality of tasks performed remotely, and what performance evaluations will be performed on your employees.
If you want to make sure that your leader is an expert in performance management, you may need to attend a group skills training class, such as the one provided by Outback.
This seminar will help your team learn about the performance management cycle, build performance-driven relationships, guide colleagues more effectively, provide more impactful feedback, and measure performance more accurately.
Through this meeting, you can help your leader learn how to conduct employee performance evaluations, practice providing positive feedback, organize and format evaluation meetings, conduct “difficult” performance conversations, and set motivational goals.
5. Specify the communication method
You want your employees to know exactly the communication methods used by your company (for example, company email, alternate email, messenger, company messenger, social media, telephone, etc.).
6. Consult the leader of your company
Ask your department manager to comment on the draft work-from-home policy so that you don’t miss any important details related to certain issues.
7. Use appropriate software solutions
To understand the behavior of employees during working hours, you can use a suitable DLP (Data Loss Prevention) system that combines data protection and personnel activity monitoring.
There are also various employee time and attendance software tools and all-in-one employee time tracking software solutions on the Internet, which can help you automate the tracking and reporting process.
8. Create company traditions and rituals
For some families, rituals are some of the most important mechanisms in their lives. Think about it-the daily work, management process, and daily life of the office are full of traditions and rituals that we often don’t even notice. We just automatically do what we have to do. But in fact, these rituals allow our brains to effectively participate in certain processes and adjust them in a certain way.
We begin to follow certain traditions in our early childhood, some of which will stay with us throughout our lives. A good tradition is still important, and it has helped us establish many key processes. The same applies to remote work.
9. Make your policy public and optimize it regularly
Publish your work-from-home guide and make it available to everyone in the company. In addition, check the relevance of your work-from-home policy every quarter or when important events occur inside or outside the organization.
10. Consider the expenses your company will bear
List the types of expenses your company will pay (or not pay) for employees who work remotely. This may include the software, tools, and office necessities your employees need to do their jobs effectively.
11. Keep in touch
Indicates that you are online/offline. When you start working, always write something in the chat room. Let people know that you are taking a break or finishing work. The messages you leave in the chat can prevent you from receiving uncomfortable calls at uncomfortable times and save the tension of everyone involved in the process.
12. Consider diseased leaves
In your work-from-home policy statement, write down how your employees will take sick leave or vacation while working remotely. And inspire them to do so! Create a real working environment.
Dominic Harper Debt bombshell He put it best, “The important thing is to strike a balance of mutual trust between remote workers and employers, and remember that what you need to control is not the employees, but the results of their work.”
In addition, you may want to choose a project management solution that meets your work-from-home guidelines and motivates employees to achieve long-term success. Such a solution should allow you to organize collaborative work and ensure business continuity.
Obviously, a powerful tool can transform your work-from-home manual from a mere document to an active system, and your entire team will use it to succeed. But remember, you are still the most important element in the entire structure. Track and listen to your employees, analyze their activities and wishes, and optimize your guidelines to create a truly healthy working environment and maintain productivity.
Learn more about how virtual team building and training programs can help support stronger remote teams.
For more information on how to build more participating remote teams through virtual team building and training, please contact our employee engagement consultants.
About the Author:
Jean Wilson Murray
Jean Wilson Murray is a legal expert, he is Best Limited Liability Company Service And has been helping aspiring entrepreneurs to start their own companies for seven years. During this period, he investigated all the pitfalls of corporate financial and management structure selection, company establishment, and corporate legal structure, and became a highly skilled expert in this field.