Where clients . . . find success.

OUR  BLOG . . .  Keeping You Informed.

Is Work-From-Home Right for Your Company?


You have a good, hard-working employee and you like her.  She wants to work from home because she has an infant and finding daycare is difficult.


But her reason isn’t the issue.  Everyone has a good reason: long commute, sick relative, tough to concentrate, etcetera.  The main thing is that no one’s reasons are any less important than another person’s.


Although working from home is becoming more common, prior to agreeing to a request, take heed to the following thoughts about home based employees.


1. Think About It.

Take your time.  You don’t need to decide that day.  Also consider other options, like having a trial period.  For example, allow an employee to work from home for a mutually agreed number of days per week over the next 30-60 days and see how it works out (no pun intended) prior to committing to a long term plan.  No matter what is agreed to, make sure you inform the employee, at the start, that this work from home relationship could end at any time and for any reason.


2. Have a Plan.

Decide on how many days an employee can work from home but still require a minimum number of days in the office.  It’s best to pre-establish a maximum number of days out of the office that you can apply to everyone.  This is critical as you should not create exceptions and to be fair and consistent.


3. Let Go.

Remember, you are letting someone work from home because you trust them.  If the person has your trust then you need to let the employee act independently, responsibly, and professionally.  Be prepared NOT to check if she is at her desk or require her to complete time logs or activity reports.  Agree to specific and measurable tasks that she should be completing each week.  So long as these tasks are being completed on time, there’s no need to worry about how their getting done.


4. Set Guidelines.

When you’re working you should expect your employees should be working too, no matter where they are located.  When you give someone the freedom to work from home, it’s not unreasonable to expect that whenever you need to speak to an employee she will be available to communicate.  The employee must understand that you are able to call, IM, text, or e-mail her when something needs to be discussed.  Within reason, the employee should be available and ready.


5. Does Your Company Have the Tools?

There is no way to manage a work-from-home employee without the right tools.  At a minimum all remote employees should have a smartphone, tablet, and laptop.  The employee must have network access to your company’s network so that collaboration, communication, CRM, project management, and file sharing tools are all available in real time to do the job effectively.


6. Don’t Be Afraid to Say No.

Not everyone is super-productive when they work from home.  Some love to troll the web, chat online, or watch Netflix.  Yes, we all know smart and productive people who cannot be productive when out of an office setting.  Working from home is not for everyone.  You must decide to match the right person with the right environment.  This decision is never easy, but then again, you’re the manager.


The bottom line is that unless you and your company can face the challenges as addressed above, there is no sense even discussing liability, office space, and potential lawsuits that accompany home employment.  However, if you feel it’s the right move…get going.


.

Add a Comment

(Enter the numbers shown in the above image)


| | | | | translate                                                                                            terms of service   privacy policy

        ©2016 | Reps 123 | all rights reserved