Category Archives: Work From Home

How to Implement a 100% WFH Policy?

Posted on by Samina Tinwala
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What is a Work From Home Policy?

A work-from-home (WFH) policy is a policy that allows employees to work remotely, typically from their own homes. WFH policies can vary in terms of the extent to which they are implemented and the specific guidelines and expectations that are set for remote work. Some companies may have a fully remote workforce, while others may allow employees to work from home on a part-time or as-needed basis.

There are several potential benefits to implementing a WFH policy, including increased productivity, cost savings, improved employee satisfaction, greater flexibility, and better retention. However, it is important to carefully consider the feasibility and implications of a WFH policy and to establish clear guidelines and protocols to ensure its success. This may include establishing expectations for communication, productivity, and work hours, as well as providing any necessary training or resources to help employees adjust to the new way of working.

How to implement a 100% WFH policy?

Switching to a fully remote work model can be a big change and requires careful planning to make sure it goes smoothly. There are a few key things to consider, such as whether your team’s work can be done effectively from home and whether you have the necessary resources and technology to support remote work. It’s also important to establish clear guidelines and expectations for communication and productivity and to check in with employees regularly to see how they are adjusting. Additionally, be mindful of any challenges that some employees may face in working from home and consider offering support or accommodations to help them succeed.

Here are some steps you can take to successfully implement a WFH policy:

  1. Determine if WFH is feasible for your organization:
    When determining if a work-from-home (WFH) policy is feasible for your organization, it is important to consider the type of work your employees do and whether it can be effectively done remotely. For example, some types of work may require access to specific equipment or resources that may not be available outside of the office or may require face-to-face collaboration with colleagues or clients.
    It is also important to assess the availability of technology and resources to support remote work. This may include things like reliable internet access, laptops or other necessary hardware, and any necessary software or applications. You may need to invest in additional technology or resources to support remote work, or you may need to make arrangements for employees to access these resources while working from home.
    In addition to considering the feasibility of the work itself, it is also important to consider the needs and preferences of your employees. Some employees may prefer the structure and social interactions of an office environment, while others may thrive in a remote work setting. It is important to gather input from employees and take their needs and preferences into account when making a decision about a WFH policy.
  1. Communicate the change:
    It is important to clearly communicate the decision to implement a work-from-home (WFH) policy to all employees. This should include the reasons behind the decision and any necessary details, such as the expected duration of the policy and any changes to policies or procedures. It is also important to provide employees with any necessary information or resources to help them adjust to the new way of working.

Here are some tips for effectively communicating the WFH policy:

  • Use clear, concise language: Avoid using jargon or technical terms that employees may not understand.
  • Provide all necessary information: Make sure to include all relevant details, such as the expected duration of the policy, any changes to policies or procedures, and any resources or support that will be provided to employees.
  • Use multiple channels: Use a variety of channels to communicate the policy, such as email, video conference, or in-person meetings, to ensure that all employees have received the information.
  • Encourage questions: Encourage employees to ask questions or seek clarification if they have any concerns or need more information.

Effective communication is key to helping employees feel informed and supported as they adjust to the new WFH policy.

  1. Establish clear guidelines:
    Developing guidelines and protocols for remote work can help ensure that employees have a clear understanding of expectations and can work effectively from home. These guidelines should cover things like communication, productivity, and work hours.

Here are some steps you can take to develop guidelines and protocols for remote work:

  • Establish clear communication expectations: Define how employees should communicate with each other and with their supervisors, such as through email, video conference, or instant messaging.
  • Set productivity expectations: Outline what is expected in terms of productivity and output while working remotely.
  • Define work hours: Establish the hours that employees are expected to be available and working, and make sure there is flexibility to accommodate different time zones or personal schedules.
  • Provide training and resources: Make sure that employees have access to any necessary training or resources to help them adjust to the new way of working, such as training on remote work tools or guidelines for setting up a home office.
  1. Monitor and review:
    It is important to regularly check in with employees and monitor their progress while working from home to ensure that the work-from-home (WFH) policy is working effectively. This can involve checking in with employees to see how they are adapting to the WFH policy and making any necessary adjustments, as well as monitoring productivity and engagement levels.

Here are some steps you can take to monitor and review the WFH policy.

  • Set up regular check-ins: Schedule regular check-ins with employees to see how they are doing and to address any concerns or issues they may have. These can be done through video conferences, phone calls, or other forms of communication.
  • Monitor productivity and engagement: Keep track of productivity and engagement levels to ensure that employees are able to work effectively while at home. This may involve tracking metrics such as output or participation in meetings or projects.
  • Make adjustments as needed: If you notice any issues or challenges with the WFH policy, make adjustments as needed to address them. This may involve providing additional resources or support to help employees succeed in their remote work environment.
  • Seek feedback: Ask employees for their feedback on the WFH policy and use their insights to make any necessary adjustments.
  1. Consider the needs of all employees: 

Be mindful of the potential challenges that some employees may face in working from home, such as those with caregiving responsibilities or those who may not have a suitable home office set-up. Consider offering support or accommodations to help these employees succeed in their remote work environment.
To support these employees and help them succeed in their remote work environment, it may be necessary to offer accommodations or support. Some possible options could include:

  • Flexible work hours: Allow employees to adjust their work hours to accommodate caregiving responsibilities or other personal needs.
  • Home office support: Provide resources or support to help employees set up a suitable home office, such as a laptop, internet access, or ergonomic equipment.
  • Caregiving resources: Offer resources or support to help employees manage caregiving responsibilities, such as access to the child or elder care services.

By being mindful of the needs of all employees and offering accommodations or support as needed, you can help create a positive and supportive remote work environment for everyone.

Implementing a WFH policy can be a major change for an organization, so it is important to take the time to carefully plan and communicate the transition to ensure its success.

Advantages of Employees Working at Home

Posted on by Ankita Sanyal
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The work-from-home job force simply got a giant push from the present international coronavirus pandemic. But even before COVID-19 became an element, increasing numbers of individuals bid farewell to their heavy commute to work. Thanks to ever-evolving technologies like Skype, Facetime, Slack, Zoom, Google Hangouts, authenticator apps, and cloud computing—not to mention texting and email—it’s no longer necessary to be in an office around the clock to be a high yielding member of the team. Several types of work are done as effectively, if not more, from home. As appealing as remote work is to staff, it wouldn’t be such a robust trend if employers didn’t conjointly acknowledge advantages from their side of the table. Companies with work-from-anywhere policies will boost worker productivity, cut back turnover, and lower management costs.

WORK FROM HOME ADVANTAGE FOR THE EMPLOYER

  • PRODUCTIVITY INCREASES

Studies show that work from home workers are 20% to 25% additional productive than their workplace counterparts. Not solely there are fewer social distractions, however, there are also additional opportunities such as taking necessary breaks once required, that psychologists say helps with overall performance, motivation, and creativity— among different advantages.

  • SAVE ON TEAM BUILDING EVENTS

Save on social events like birthday or vacation parties and instead focus your budget on high-impact areas. You can still facilitate your team bond nearly however at a fraction of the price, you’d commonly expect to pay on things like rental area and activity materials. And yes, it’s doable to create a healthy remote workplace culture with the assistance of digital tools.

  • EMPLOYEE HEALTH AND WELLNESS IMPROVES

Facilitate a powerful work-life balance for your staff merely through teleworking. They get to customize their surroundings to suit their wants, get snug with their most comfortable outfits and technical setup and look out for their own physical and emotional wants as they arise from time to time.

Although there are some common pitfalls for first-time telecommuters that may decrease these advantages, you can help to facilitate staff in their transition to performing from home. Merely set clear boundaries and expectations for work hours, projects, and conferences that enable them to relax and feel assured in their productivity while not going overboard. The most effective method to effectively communicate your expectations is with a piece from work from home policy. Also, perceive a reciprocally agreeable resolution for daily or weekly check-ins to eliminate micromanaging.

  • TALENT POOLS EXPAND

Employers are not any longer restricted to hiring native talent, which implies they need a way to larger the probability of finding somebody with the precise skills, experience, and temperament to suit best inside their organization. Employ native speakers, herald views from different countries and cultures, and build an all-around cluster of executives to initiate with.

  • INCREASED STAFF MOTIVATION

By functioning from home workers can feel a lot more trusted by their leader because the operating relationship is not as closely monitored and workers are allowed a degree of autonomy to induce on with their work. Workers will be happier developing a home operating routine that suits them higher and this may contribute towards them feeling a lot more motivated to administer their best.

Advantages of Employees Working From Home

  • WORK AND LIVE ANYWHERE

As long as the staff can end their work at a constant high-quality level and communicate with their core team, as needed, they will just about find out anyplace with a good LAN connection.

  • HAVE FLEXIBLE HOURS

Working 9 to 5 isn’t a sensible model for many workers owing to differing energy levels, task durations, and private schedule wants like service dropoff or health and well-being days. Remote work permits workers to stay productive at intervals when they feel the foremost innovation so that they will set up for the correct quantity of task time, and accommodate basic wants.

  • ELIMINATE OR REDUCE COMMUTING

Long commutes negatively impact everybody concerned — workers, their families, and even their employers. Eliminating this all together can save each roughly 9 full calendar days of driving or riding back and forth.

  • ACCOMMODATE SPECIAL NEEDS

Remote operating for workers with physical disabilities and mental state considerations will drastically improve their lives. Not solely are their own homes a lot more totally equipped to assist them to thrive while operating, they’re additionally ready to offer themselves adequate self-care as per their own needs.

WORK FROM HOME POLICY (The Policy and Its Purpose)

Mention clearly what the intent of your work from home policy is, and what you’re going to accomplish by providing job opportunities from home. Communicate the importance of the policy also how it’ll be enforced going forward. It ought to improve the worker’s value proposition, maximizing the work expertise of your team members.

  • SCOPE AND ELIGIBILITY

Specify the positions that are offered for remote work among the organization considering client-facing responsibilities, package limitations, and cybersecurity risks. It’ll facilitate in reducing excessive or spare work from home requests.

  • THE REQUEST PROCESS

The entire procedure of requesting work from home ought to be ordered out clearly- ought the staff build a proper request, or do they have to register themselves or have a discussion with their manager? Give a gradual summing up of what they have to do to possess the right to work from home.

  • ATTENDANCE AND AVAILABILITY STANDARDS

The availability expectations of the remote staff should be printed in work from home policy. It is often a challenge to bring your folks to the table and find their input at the right time. To avoid this downside, you want to set standards around once and the way your remote staff ought to be accessible.

  • PRODUCTIVITY MEASURES

The policy ought to additionally specify in what ways will the remote workers’ productivity be measured. It will assess in every type of ways such as betting on the time spent on the project, a variety of cases handled, the number of client interactions, and more. Corporations ought to decide how they need their remote staff to be assessed.

  • EQUIPMENT AND TECH SUPPORT

It has to state what instrumentation and technical support are offered to their remote staff. If the corporate expects them to use their laptops, as an example, it should be mentioned within the policy. It ought to additionally define what they’re purported to do once having technical difficulties and have an action plan set up for future needs.