Despite what some may think, the work-from-home trend is still very much alive in businesses around the world. Gallup data shows that, in the U.S. alone, over one-quarter of remote-capable employees do their jobs entirely from home, while an additional 52% are hybrid.
Still, more than five years after the explosion of WFH roles, HR leaders still find themselves unsure of how to structure their remote work policies in a way that allows flexibility while promoting productivity and performance.
In a world where the WFH vs. RTO debate is still a hot topic, how do you create rules that balance employee needs with company goals?
If you’re currently struggling with this dilemma, here’s how you can approach WFH policies in a way that provides flexibility without compromising your team’s long-term success.
Why WFH Policies Need Structure
One of the reasons many companies were initially hesitant to allow employees to work from home is the fear of operational chaos.
Without a clear framework, employees face significant ambiguity around expectations for working hours, availability, and response times. Unfortunately, this can lead to sluggish project timelines and give way to employee burnout.
A structured policy is like an official playbook that removes the guesswork for the employees. It ensures everyone is operating under the same assumptions, which protects fairness and equity and makes it easier for your team to work together.
By establishing clear guardrails, you shift the focus from micromanaging desk to camera time to evaluating output, which ensures productivity while protecting employee well-being.
How to Decide What Rules are Right for Your Workforce
Creating a structured WFH policy can be daunting. Consider using some actionable strategies to get your team on the right track.
Understand What Other Companies Are Doing
There is no universal standard when it comes to WFH policies, and you should ultimately do what works for your organization. However, you can use the rules that other companies are implementing as a launchpad for building your own.
For example, Bank of America just implemented a hybrid work policy that prevents employees from taking two consecutive days off. Other corporate giants like Apple specifically require employees to be in the office on Tuesday and Thursday.
Take some time to see what others in your industry or companies of your same size are doing and consider how a similar policy might benefit both your employees and the organization as a whole.
Take Note of Standard Policy Models
WFH policies are often shaped by three distinct models:
- Fixed: Setting mandatory days for in-office work
- Employee-Driven: Letting employees decide when and where they work
- Team-Centric: Letting teams decide which in-office days or hours work best
Each of these models has unique benefits and drawbacks, but they serve as an excellent starting point from which you can create your own unique policy.
Balance the Needs of Employees and the Company
Survey employees to get a sense of their needs around remote work. You may be surprised to learn that employees in certain roles and departments actually prefer in-office work, while others need the focus that a quiet remote environment can bring.
Use the data to decide where you can give autonomy without jeopardizing productivity and performance.
For example, if you have employees who wish to work entirely from home, but you know that certain roles or teams need time for in-person creative collaboration, you might designate a day or two for in-office work and allow employees to work from home on other days.
As you craft your policy and decide how many days a week you want people in the office, make sure to consider:
- Your reasons for wanting employees in the office
- How leaving everything up to individual choice can impact team cohesion
- How in-person vs. remote meetings impact collaboration and creativity
- How your requirements can impact your ability to attract and retain top talent
- Your current real estate and operational infrastructure
These considerations can keep you from creating arbitrary rules that don’t make sense for your workforce.
Analyze Your Operational Workflow and Create a WFH Policy That Fits Your Needs
There is no one-size-fits-all solution when it comes to WFH policies. As you seek to create yours, it’s critical to find the right balance between catering to the needs of your employees and maintaining a culture of high performance.
If you need help building a policy that accomplishes both, AssetHR has solutions. Contact us today to learn more about our HR consulting services and let our team help you craft a framework that honors autonomy and inspires collaboration and creativity.