NOW is the Time to Create a Long-Term Plan for Remote Work

Why developing a comprehensive plan for remote work policies is necessary—and how to begin

The chances are that your employees will be among the 25%-30% of the workforce who will still be working from home multiple days a week by the end of 2021.

It’s time to invest in sustainable strategies that make offsite arrangements more manageable for everyone while prioritizing employees' well-being.

First: The benefits of remote working

After almost a year of mandated and voluntary lockdowns, it’s possible to weigh the pros and cons of remaining remote dispassionately, even if circumstances eventually allow for a complete return. And the proponents of offsite arrangements present powerful arguments.

For business owners, the cost savings of having less physical space to maintain is compelling. Employees who have benefited from greater flexibility in their work schedule and the loss of a commute may also be eager to remain home for longer than necessary—for health or convenience reasons.

Even those citing the darker elements of remote working, such as potential isolation and disengagement, admit many of its overall benefits.

If it makes sense financially and your business can support flexible policies, jump-start the new year with these steps for developing a long-term plan.

Step 1: Read the crowd

Considering the difficulties brought upon by such an abrupt, involuntary transition, how well have your employees adjusted to the challenges of working remotely?

Independent of quantitative results, assess “soft” measures such as employee satisfaction, overall company morale, and employee retention rates. Then, look at team and individual productivity indicators such as meeting quarterly and monthly goals.

Survey your workforce to get an assessment from the field. Interview team leaders to determine whose methods for managing their people remotely have worked best. You could also casually poll your clients to find out how a remote workforce has met their needs.

When you have a clear understanding of which employee roles are best suited for offsite work and how specific employees are functioning, making decisions about long-term placements will be easier.

Step 2: Check the metrics

For most companies and firms, comparing this year’s financial performance with the previous year’s numbers is an unfair test. But a year-end compilation of statistics will still tell a story about how the business adapted to the pandemic's challenges.

Study your numbers for any indication that working remotely caused negative impacts. Can you tie a loss in productivity to remote work? (More than one study says no.) These measures of success may also lead you to change the way you compensate workers or allocate paid time off.

Long-range planning for office space requirements should evaluate cutting costs and reinvesting in the needs of remote employees. For example, if an organization radically cuts its office square footage, it might consider making funds available for employees to rent co-working space elsewhere.

Step 3: Prioritize employee wellness

When checking in with employees, attempt to gauge their overall mental and physical health. Your company’s culture is a significant factor in how well individuals adjust to any workplace disruptions—including the transition to offsite during lockdowns.

Creating benefits packages with depth and utility is an excellent start to supporting your employees’ mental health. But the strength of communications strategies and the steps taken to keep remote employees engaged and connected to their coworkers—and your mission—are equally important. 

Step 4: Invest in technological upgrades

If you haven’t recently updated company technology, budget for a substantial upgrade within the next few months. The tech market has responded to the pandemic with significant advances in platforms for scheduling, communication, and collaboration on projects. If your organization is not yet using best-in-class solutions for managing remote challenges, evaluate valuable upgrades.

It’s essential to level the playing field for all your offsite employees. Think of the home setups of long-term remote workers as mini-satellite offices. Issue standardized computers for offsite work use (with appropriate platforms and security), or issue stipends to give all employees access to the necessary hardware and fast Wi-Fi.

Step 5. Standardize and ritualize

Revise your company’s HR policies to include the rules, norms, and critical metrics essential for managing remote workers. Pay special attention to compensation, perks, and paid time off allocations. Don’t forget professional development; develop virtual mentoring and online educational opportunities.

Now is also the time to adapt your hiring practices to your workplace needs. Successful remote positions demand a specific set of skills, and the arrangement isn’t suitable for everyone. Thus, job descriptions should be revised to reflect these new workplace realities.

Carrington Legal Search is celebrating 20 years in business: we were in the trenches with our clients during 9/11 and 2008. We partner with our clients to identify leaders and mission-critical talent to shore up and grow companies even during the most challenging times. We are here for you! To make our nationwide network work for you, get in touch at 512-627-7467 or email carrie@carringtonlegal.com.