When things return to the new normal, the state of work will not be the same. While some may have a different point of view, from my perspective remote work is here to stay. Both managers and employees are fully participating in this workforce dynamic and, if handled proactively, it adds value to businesses.
The benefits of making flexible work the norm include tapping into a broader and more diverse talent pool. For many, the work requirements of a 9-5 in person position just didn’t match their life requirements. Offering flexible work as the norm rather than the exception promotes belonging in your organization building a more diverse talent pipeline. Other good news, all of your employees are much more skilled in digital tool usage and are finding new and better ways to leverage existing tools to improve communication and project outcomes.
While there are many benefits to both employees and employers for offering remote or flexible work arrangements, it is imperative to have a policy that is well supported by tools, resources, and information for both employees and managers. At HRcomputes, we have worked with clients to create flexible work arrangements that include remote work, compressed schedules, and job sharing. Here are some of our top keys to success:
1. Leadership Buy-in-Garner leadership buy-in and support for flexible work arrangements so that it is institutionally supported as the new norm. It is imperative that a flexible work structure is part of the organizational culture and that it is consistently implemented across the organization.
2. Program and People Eligibility-Identify which flexible work options are going to be offered such as telecommuting, compressed schedule, and extended shifts and who within the organization will be eligible. Also, consider tax law requirements for remote workers.
3. Tools and Resources-Clearly communicate expectations around requirements for a remote workspace; not only physical space but also technology requirements to meet service level agreements and security protocols. Leveraging existing employee engagement and communication platforms can be a great way to communicate the organization’s resource offering and the requirements need for remote work from the employee.
4. Training-Both employees and managers will need some training on best practices for remote work. From managing people and projects to effectively utilizing digital tools, your people are going to need to learn new skills to effectively work and manage under a flexible paradigm. Providing on-going remote training is a way to establish baseline competencies as well as to provide access to gain new skills and competencies. The good news is that there are many great HCM learning platforms to support this delivery mechanism.
5. Deliverables-Consider how work will be assigned, what it includes, who needs to be involved, and when it will be due. Set guidelines for responsiveness to invitations and emails. If your work is client based or collaborative, you may want to consider establishing hours for team availability. Working remotely requires us to be much more focused on transparency of process both around assignment of projects and deliverables.
6. Feedback- Create a feedback mechanism such as a pulse survey that provides actionable data for managers and leaders. Also, provide a coaching protocol to allow managers to provide ongoing meaningful feedback for employees.
7. Dashboards-Help managers meet their goals by providing meaningful data so that they can make data driven decisions rather than decisions based on their own biased perceptions. Leverage metrics, analytics, and predictive analytics to improve decision making and organizational outcomes.
8. Networks-Promote a sense of community through your online communication platforms. Think of new ideas such as the virtual lunch and learn or virtual team gatherings. Use your voluntarism program to connect remote workers and create a sense of community around shared interests. Remote work can create a feeling of loneliness so proactively build a sense of virtual community.
9. Technology- Managing remote devices can be challenging. Organizations that have gone to total remote workforces provide a useful model for technology support. They have tech support attend large conferences and employee gatherings and provide timeslots for employees to bring in laptops for upgrades. Clearly describe what equipment the organization will provide and what the remote worker needs to obtain. Consider providing reimbursement for internet access.
10. Data Security-Set clear expectations around data security including data and information that should not be sent via email or provide a secure email option. Identify requirements for internet and WIFI usage especially for employees who like to work from coffee shops. Are you providing a VPN for employees? If so, are there restrictions such as employees printing documents on home office printers that might need to be addressed?
These are a few of our ideas to support a vibrant virtual workforce. We would be happy to continue to conversation including digital, AI, and machine learning tools that can help.
Stay safe and well!
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