The world has been forever changed by the Covid 19 pandemic. As frustrating as it is for many employers, one of the changes that has stuck is the continued demand by workers for remote work options long past the end of stay-home orders. In fact, a recent study of workers around the world by Statista found that 71% of workers prefer to work fully remote, and an additional 20% prefer to work mostly remote. Only 1% of workers say they want to work full-time in the office. The reality is that only 14% of the US workforce (approximately 22 million adults) work from home, while 35% of employees with jobs that can be done from home do their work remotely.
Whether your company is considering going remote, wants to offer more flexibility to its employees, or even if you do not currently offer any remote options, it’s important to have remote and flexible work policies in place for several reasons:
- Having clear guidelines in place for possible remote and flexible work helps companies adapt quickly without scrambling to create policies under pressure.
- Effective remote policies that protect both the employer and the employee boost job satisfaction, which results in improved employee retention and productivity.
- Providing structured remote work policies improves communication, sets expectations, and allows for performance management, leading to a more efficient and engaged workforce.
What is a Remote Job?
A remote job is a position that allows an employee to work outside of a traditional office setting. Remote employees are allowed to perform their work tasks and responsibilities from wherever they want, such as a home office, at the library, or at a coffee shop. Some remote employees work in a co-working space where they lease a desk.
In addition, many remote jobs offer more flexibility when it comes to workdays and start and end times of their workday.
Types of Remote Work Structures
Here are the most common remote work structures offered to employees:
- Fully Remote
Employees who are fully remote do 100% of their work from home and are never expected to go into an office. This is especially common for businesses that choose not to have a centralized workspace.
- Hybrid
Hybrid employees do some of their work from home, and some of their work at the office. The percentage of remote work versus in-office work varies by employee preference and company policy.
- Remote Work Option
Some companies offer the option of working remotely but do have a centralized workplace where they encourage employees to spend at least part of their time. Flexible work policies may also fall under the remote work option category where employees are allowed to work from home when they have a sick child or other household obligations.
- Temporarily Remote
There are some situations where employees are asked to work remotely for a temporary period, such as during an office renovation. In a temporarily remote arrangement, there is an understanding that employees will return to the office at some point designated by the company.
Key Elements of an Effective Remote Work & Flexible Work Policy
The three main elements of an effective remote work and flexible work policy are creating communication protocols, setting expectations, and establishing performance metrics. Businesses greatly increase their chances of a productive remote work environment when these elements are in place.
Create Communication Protocols
With face-to-face interaction off the table for most communication, it is really important for businesses to create communication protocols that will support work completed by remote teams.
Here are four elements that support clear communication for remote workers:
- Scheduled Check-Ins & Meetings. Establish regular team meetings, one-on-ones, and status updates using video conferencing tools like Zoom or Microsoft Teams to help employees stay engaged and aligned with company goals.
- Preferred Communication Channels. Define which platforms should be used for different types of communication. For example, slack for quick messages or urgent matters, email for formal communication, and project management tools for tasks that can be completed asynchronously.
- Response Time Expectations. Set clear guidelines on the expected response times for emails, chat messages, and project updates to prevent communication bottlenecks.
Define Work Expectations
Setting clear work expectations for remote employees begins with establishing defined roles and responsibilities along with performance metrics right from the start. Employees need to understand their specific responsibilities along with project deadlines and how they will be evaluated for their work. Written job descriptions alongside project guidelines and key performance indicators (KPIs) helps eliminate confusion and maintain alignment among all team members.
In addition, remote employers should set expectations around work start and stop times and days of the week.
Using Performance Metrics to Evaluate Performance
For remote employees, it is especially important to focus on results, rather than hours worked. Performance metrics help track remote employees’ productivity, progress, and goals. These metrics keep remote workers accountable, while highlighting their strengths and identifying areas for improvement.
Performance metrics such as quality of work, Net Promoter Score (NPS), Human Capital ROI, sales performance, and absenteeism can all be helpful.
Seay Management Can Help with Custom Policies
Seay Management provides a broad range of HR services designed to support your business’s growth and ensure compliance with all state and federal employer regulations. From compensation management to employee handbook development to on-site training, and more, our team is here to help you in every aspect of human resources so you can get on with running your business.
Contact us today to learn more about how we can support your business with a custom remote work and flexible work policy that fits with the times.
Please note: This article is for informational purposes only and does not constitute legal or professional advice. Seay Management Consultants makes no representations or warranties, express or implied, regarding the accuracy, completeness, or applicability of the information contained herein.
Seay Management Consultants disclaims all liability for any actions taken or not taken based on the information in this article. Readers are solely responsible for their own interpretation and use of this information.
