Creating a Work-From-Home Policy

Allowing employees to work from home benefits the employer and worker, but you need to establish guidelines to clarify expectations and protect your interests.

Here are a few tips to help you create a work-from-home policy that serves everyone well.

Eligibility Requirements

Not every employee or every form of work suits telecommuting. Employees need supervision when they’re new to the company or when their work ethic or attitude requires it.

Managers should examine what’s best for the company, team members, and projects. If telecommuting is a possibility, a formal telecommuting program ensures workers remain at peak performance and engaged, regardless of their work location.

Work Expectations

Employees may benefit from relaxed business hours, but they’re still accountable for their work and deadlines. Let them know that when they work at home they should dedicate themselves to work only. A quiet work area free of distractions is a basic requirement to deliver quality work. Restrict work devices to business activities only.

Provide workers with clear expectations such as metrics to measure their performance or checklists to ensure they complete particular tasks. Goals should be challenging, but achievable.

Regular video conferences or telephone calls provide an opportunity to troubleshoot potential problems, review performance, and ask for employee input. They’re also a great way to share triumphs and bolster corporate culture. Employees can share photos and chat with the team to stay engaged, even when they’re out of the workplace

Workers also need to know that telecommuting is a privilege. If an employee does not meet company expectations or abuses your policy, a manager can revoke it.

Don’t Micromanage

The purpose of telecommuting is to improve an employee’s work/life balance for greater focus and productivity. When it works well, it is a definite win-win for both parties.

However, employers might tend to micromanage their employees when they’re outside of the workplace. Instead, establish trust and allow employees to do their work when it suits their schedule. They’re accountable, but limit contact to scheduled, regular meetings.

Focus on Connectivity

Employees need the correct equipment and software to connect securely and easily with your business and other employees.

Consider using a collaboration tool to connect employees, share documents, brainstorm, and streamline information flow. Countless virtual team tools exist for communication and collaboration as well as industry specific programs for design tasks and project management.

Don’t Ignore Data Security

An often ignored aspect of telecommuting is data security. When employees use work devices on unsecured public networks, they are at risk of a data breach or hack.

All devices should rely on strong passwords and encrypt sent data. Every device should use an antivirus program, including remote access for a data wipe if a breach occurs. Employees should always keep the device GPS on too.

Tracking payroll and expenses for remote employees needn’t be a complex process. Charlotte Payroll assists businesses all around the Greater Charlotte area simplify their backend processes.

Our free 30 consultation is a great way to discover how to improve your workflow. Let us streamline your payroll processes for a more efficient workplace and remote workforce.

Share this post:

Latest Posts