Flexible work programs and remote positions are on the rise, and studies reveal that they’re increasing job satisfaction and reducing levels of burnout. When a clear and comprehensive work-from-home program is developed with HR and managed correctly, both the organisation and its employees can benefit. It can help employers recruit and retain top talent, and offers personnel optimal work-life balance. Here are a few important factors to consider when adopting a defined work-from-home policy.
Determine who can work effectively with little supervision and what positions are eligible, and state them in your official policy. Employees who are self-motivated, disciplined and tech savvy as well as those who have demonstrated success in taking initiative, working independently and managing their time may be well suited for remote positions. Be sure to discuss your expectations for performance with eligible workers — decide how you will hold them accountable for their time, work and results.
Provide effective technologies for cyber-security and communications. Digital security is imperative since employees using personal devices may inadvertently introduce viruses to the company’s network. Consult with your IT team to make sure all devices have sufficient levels of protection, including firewalls, encryption and anti-virus software. Consider educating remote employees on basic security policies to safeguard corporate data.
Developing an effective work-from-home policy not only creates a competitive advantage, but it can help save money through turnover rates, absenteeism and other HR complications. For more ways on how to create and manage an effective remote work policy, see the accompanying guide.