16 Aug Do we really need a remote work policy?
It’s clear that remote and hybrid work is here to stay and now organizations must re-center their culture to create new boundaries and expectations that include it. The goal is to create staff that is highly productive and communicative no matter where they work.
Effective hybrid work plans create structure, clearly informing employees of expectations. Be sure your Staff Handbook contains a policy that includes:
SCHEDULE
- Which days are acceptable for remote work?
- Which departments and/or tiers does this apply to?
- For example, if the whole staff meets on Tuesdays and the leadership team on Thursdays, leadership team members should be expected in the office at least those two days.
COMMUNICATION
- How will staff communicate whether in or out of office?
- How quickly are staff members expected to reply?
- Create clear pathways that work for everyone so employees can quickly and easily get in touch with one another.
BOUNDARIES
- What type of schedule will staff follow? Nine-to-five or one customized to their needs?
- Use out of office replies to clearly communicate individual availability.
- Clearly communicate hybrid work is to be evaluated at least annually and based on the individual’s circumstances.
ACCOUNTABILITY
- Loop in managers on their employee’s schedules and boundaries.
- Make sure staff stick to their hours and are present during working hours and actually stepping away during off time.
- Be fair and hold all employees in the same category/tier to the same expectations as much as possible.
Be sure your remote or hybrid work policy is included in your Staff Handbook and any related procedures are recorded in your Operations Manual for easy reference.
Original content by HR Ministry Solutions. This information is provided with the understanding that Payroll Partners is not rendering legal, human resources, or other professional advice or service. Professional advice on specific issues should be sought from a lawyer, HR consultant or other professional.