How can you create a remote work policy that works for everyone?

Flexible Hours: Allow employees to choose their work hours ?? Communication Guidelines: Specify preferred channels for collaboration ?? Clear Expectations: Define goals, deadlines, and performance metrics ?? Technology Support: Ensure access to necessary tools and tech support ?? Wellness Support: Offer resources for mental health and work-life balance ??♂? Security Measures: Outline protocols for data protection and cybersecurity ?? Evaluation & Feedback: Implement regular check-ins and feedback sessions ?? Inclusivity & Diversity: Promote an inclusive environment for all ?? Training & Development: Provide opportunities for skill enhancement ?? Team Building: Organize virtual team-building activities ?? #HRCommunity

? Flexible hours ? Cumulated hours ? For jobs in global scale: teleworking within the & from outside the duty station ? Clear communication to be provided to all concerned parties ? Technological Support, data protection and confidentiality ? Policies and guidelines to be kept updated

Follow Voltaire's advice "Dit que le mieux est l'ennemi du bien." In short perfect is the enemy of good. There is no one-size-fits-all solution in the post-pandemic era. Expectations and values have changed, and flexible hours and accommodations can help solve the challenges employers and employees face. No one is going to be 100% happy.

By creating an inclusive, flexible, and well-structured remote work policy, you can foster an environment where employees feel supported and productive, regardless of their work location. ++++Clear communication and precise guidelines ++++Continuous evaluation and adjustments: Gather regular feedback from employees to assess the effectiveness of the remote work policy. Use this feedback to make necessary adjustments and continuously improve practices. ++++Transparent management and continuous support

You can't as you can't please everyone. In particular as you may have employees who are: - singles, parents of small children, parents of adult children - employees from different culture and countries - different personalities, just to consider only introvertic and extravertic people. You simple can't. There is and always be a trade off

Creating a remote work policy that works broadly begins with clear expectations and guidelines. Establish specific work hours to ensure team availability, while allowing for flexibility to accommodate different time zones and personal commitments. Define communication protocols, like preferred tools and response time expectations. Set regular check-ins and virtual meetings to maintain team cohesion and project alignment. Outline expectations for work output and quality, providing clarity on remote performance evaluations. Additionally, ensure guidelines on data security and privacy are included to protect both company and employee information. This policy should be refreshed regularly based on employee feedback and evolving work dynamics.

I've found that set work hours and availability is very helpful. Employees understand what hours they are expected to report. Specify the expected working hours and availability for remote employees, including any flexibility in scheduling and any required overlap with core business hours.

The guidelines in place with clear expectations is very important, to avoid any kind of misunderstanding between employees and employers

Remote work is about trust between employees and managers, as well as coordination at all levels—from the employee and manager to the employer. There should be fundamental rules set across the company, with identified areas for flexibility per department or team, depending on the organizational structure and business model. Asynchronous communication and a strong focus on inclusivity are a must.

Providing remote workers with essential tools, technology, and training ensures their ability to perform tasks with security and reliability. Acknowledging the significance of ongoing learning and development fosters a skilled and adaptable workforce. Recognizing and motivating remote employees through feedback and rewards contributes to sustained engagement. Prioritizing well-being and mental health, including encouraging breaks and socialization, demonstrates a commitment to holistic support in the remote work environment.

An adequate policy properly equips employees with the necessary technology and tools for effective remote work, including reliable internet access, hardware, and collaborative software. Offer training for digital tools and remote work best practices. Implement an IT support system for remote workers to address technical issues promptly. Provide ergonomic guidance for setting up home offices. Recognize the challenges of remote work, including isolation and burnout, and offer resources for mental health and well-being. Regularly solicit feedback from employees to identify additional support needs. By providing comprehensive support, your remote work policy not only facilitates productivity but also prioritizes employee well-being.

Clearly outline expectations regarding working hours, availability, and communication channels. Specify the preferred method of communication (e.g., email, chat, video calls) and response times. Set expectations for attendance in virtual meetings and collaboration on team platforms.

Si s'assurer du niveau de ma?trise du collaborateur est essentiel pour déployer une activité à distance, il est impératif que ce dernier dispose de connexions performantes, d'un équipement idoine et de logiciels facilitant le travail collaboratif. Au sein de l'IMSG, Microsoft 365 associé à notre CRM et notre logiciel de gestion des étudiants nous permettent de veiller à ce que tout travailleur à domicile ne souffre pas d'isolement et puisse garder un lien avec "la tribu".

Is it necessary to monitor the performance of remote workers any more or less than on site workers? I’m not sure it is… I think that sometimes managers are afraid that if they can’t SEE the work being done, it’s not happening. Results should be the indicator, and good results come from engaged teams who feel valued - no matter where they carry out their work.

Este aspecto es la clave para implementar una política de teletrabajo que funcione. Si somos capaces de medir resultados y lógicamente tener definidos unos objetivos claros para cada persona, estaremos muy cerca de que el modelo funcione. La desconfianza solo puede ser desmontada con datos y hechos. Cuando el sistema de objetivos funciona, no hace falta explicar nada, los números y resultados hablan por si solos. El gran problema, es que muy pocas empresas tienen realmente un sistema de implementación y medición de objetivos realista. Y ese es el principal paso para que podamos instaurar una cultura de trabajo en remoto que nos lleve al éxito.

Remote work gives a clear view of who your top and low performers are. This working model promotes transparency and visibility of work progress unless there is low interest in creating such an environment. Of course, it requires extra effort in communication, setting goals and expectations, as well as following up on them. No need to overengineer the performance management process itself; instead, encourage reflection as a part of the work routine.

Through the montoring and evaluation of the remote work, all parties has the opportunity to understand if the policy is designed in line with the company needs, also to identify the weakness and to intervent for any improvement.

Supervisa el rendimiento, es lo mas sencillo, si se trata de entregables medibles, cuantificables, ejemplo captura de informacion, planos arquitectonicos, llamadas teefonicas, establezca la regla de tres el 100 % es lo que debes entregar en tal fecha a través de tal portal y estar diponible para revisar de manera conjunta, si tenias que hacer 100 planos, entregaste 65, tiene 6.5 de calificación y si se mide en escala, se exige minimo 8, no cumple solo se paga una base minima y no por mas de 3 ocasiones en la tercera entrega por debajo del objetivo, se termina el plan de home offcice, no confundir el hostigar con supervisar, por ello otorgue reglas de tiempos volumenes, recompensas o pagos y fechas limite.

It's important to stay on top of changing circumstances and business needs to ensure a relevant and effective remote work policy. Create a listening strategy to understand key stakeholders' experience. Collect input on what's working, what's not working, and integrate findings with industry trend, new tools, best practices to support key stakeholders.

Address data security and confidentiality, Outline the measures that employees must take to ensure data security and confidentiality while working remotely, such as using secure networks and devices.

Unmanaged remote work may not lead to optimal outcomes, just as working in the office without the right infrastructure and set routines. It's crucial to understand that remote doesn't mean unmanaged. Instead, it serves as a perfect indicator of managerial impact, revealing the dedication of time and effort to team management, not only business management.

Hay que tener comunicacion continua para saber si esta funcionado o no el esquema de trabajo o poder adaptarlo acuerdo a las necesidades tanto del area como del empleado.

For a comprehensive remote work policy, focus on flexibility to suit diverse lifestyles, provide advanced communication technology, prioritize work-life balance, and enforce strong data security measures. Ensure inclusivity, prepare for technical disruptions, and regularly update the policy based on employee feedback for a dynamic, effective remote work environment.

The most important thing is to realize that everyone is in a unique circumstance. Some people will work better from home, others will work better from an office. The ultimate goal of the policy should be to allow workers and managers to find the best working conditions for each employee individually, so that each employee can give your organization their best work. You're leveraging technology to increase productivity and employee experience.