Managing Your Remote Workers with Employee Remote Work Policy

By hrlineup | 27.01.2021

Every company has rules and regulations that employees follow while in the office. But the dynamics of cohesion and synergy at the workplace are tested when we talk about remote work. Unfortunately, in this day and age, remote work is something we’ll have to embrace. Given the flexibility it offers and the increase in the use of mobile devices and cloud-based applications the number of remote jobs is bound to soar through the roof. As such, this is one of those things we are better off embracing sooner than later.

If you are used to managing the traditional work environment, you may have a hard time managing remote employees. Luckily, we’ve prepared a list of remote work policy tips that will help infuse order and synergy into your employee management.

1.    Eligibility

Yes, remote job positions are on the rise, but not every position can be handled remotely. When drafting the remote work policy, state the positions that qualify to work remotely. To do this, you should analyze the model of your business and decide which tasks can be completed out of the office.

For instance, when answering calls and emails, it doesn’t matter where you are. Therefore such jobs can be done remotely.

2.    Availability

Remote work doesn’t throw structure through the window. On the contrary, if you want the remote positions to be effective, you should create structure and set expectations. For instance, the employee remote work policy should state the working hours. You can either let the employee set their schedule or set a blanket 9 a.m. – 5 p.m. rule.

Defining this expectation removes the guesswork from the process and saves you a lot of frustrations. All employees should abide by the set rules to avoid complaints of unfair treatment.

3.    Responsiveness

Expectations of response times should also be set. This means your employee should know the timelines within which they are expected to replay to a coworker. They should also know which modes of communication are used.

Setting clear rules on communication helps to build healthy relationships between coworkers, supervisors, and managers. No one will be left in the dark and communication will always be on time.

4.    Measuring productivity

The reason you are keen on managing remote employees is to ensure that they provide value to the company. The best way to ensure KPIs are met is to lay them bare from the start. You can choose to measure productivity by the number of client interactions, the cases solved, the time one spends on a project, or the money they bring in.

Usually, it’s better to measure the outcome of the time spent working rather than the time spent. If you are content with the outcome, then the time shouldn’t be a problem.

5.    Equipment

For flexible work arrangements to work, you need to provide your employees with the tools they need to be productive. As such, the remote work guidelines for employees should specify if they are willing to offer this equipment. If they expect employees to have their equipment they should state it clearly as well.

If a potential employee knows what they need to work beforehand, they will determine if the job is for them or not. In the end, the interaction will be smooth and flawless.

Creating remote work guidelines for employees can be strenuous but it’s not impossible. Also, depending on your business model, there might be some trial and error but with the above tips, you’ll hack it.