How to Implement a Work From Home Program for Your Company

Today’s job applicants come with a new set of priorities. They expect more than a paycheck and solid benefits — flexibility in where and how they work has become part of the deal for a growing share of the workforce. That shift has pushed companies to implement flexible working conditions, whether they were ready for it or not.

However, adopting these changes can be difficult for companies. The pressure has caused concern for many leaders. But to implement a successful work-from-home program, an organization needs to be aware of the benefits and the obstacles it may encounter.

Know the Obstacles

Before your organization begins to provide flexible working conditions, there are potential obstacles you should be aware of.

First, don’t assume every employee wants to work remotely. It may sound appealing to roll out of bed and shuffle to your computer in your slippers each morning. But you may discover this isn’t the general consensus among your staff. Many employees still enjoy the social interaction provided by a traditional office setting.

And don’t assume every employee is cut out for it. Some people thrive within traditional settings. Removing the stability of an office environment could be detrimental for some. Managers are often your best resource to know whether remote accommodations will work — typically, they know their team better than upper management.

Technology will play an important role in establishing a successful work-from-home program. The last thing any company wants is for an employee to become an island. Implementing the appropriate technology to maintain communication will be important.

Aspects of a company culture that came naturally before may become difficult to maintain. Consider how you will maintain camaraderie once your team is no longer under one roof.

Consider the Benefits

It’s understandable to have reservations about a work-from-home program. But the potential cost savings — on office space, utilities, and equipment — alone can make it worth serious consideration.

In addition to the cost savings, it gives you access to a larger talent pool. Facilitating employees working from home will allow you to attract employees who would be unwilling to relocate.

5 Steps to Implementing a Work-From-Home Program

When your organization is ready to implement the program, there are five steps to consider.

1. Test it. There are plenty of companies to analyze to know whether your organization can accommodate remote working conditions. Analyzing similar companies who have tried it before may provide your answer. But no matter how well you plan, you’ll encounter unforeseen obstacles. Before you dive in completely, identify a couple of employees who would be willing to test it out. Their initial feedback will allow you to prepare a full rollout.
2. Have a timeline. From the initial trial period to complete implementation, there will be details you’ll need to work through. But you should develop a timeline. This will keep the plan on track and also answer the question that will arise: “When can I work from home?”
3. Work out the details. Allowing your employees to work from home will require new protocols. You might discover it’s not as simple as providing a laptop and access to your company server. Teams working in different parts of the country will have to rely on different applications to provide seamless communication. As you work through the details, be sure to protect your company culture — it can suffer if regular events aren’t scheduled. There won’t be any more water cooler talk amongst a remote workforce, so foster communication through regular company outings or retreats. And if geography isn’t a limitation, consider a Friday happy hour or a midweek yoga session.
4. Determine times of availability. A simple method to maintain communication is establishing availability. There should be an expectation among employees as to when they will be available. As an organization, you can choose whether those hours are the same for everyone and whether the hours need to be static throughout the week. Depending on the organization’s flexibility, you may decide to allow employees to choose their own hours. But whether those are traditional hours or flexible, the rest of the organization should be aware.
5. Identify which jobs can work remotely. Unfortunately for some, not all jobs can be done remotely. Some positions are just more suitable for an office setting. Define what roles will be available for remote work to set the expectation.

Summary

There are different factors to consider when implementing a work-from-home program. If your company decides to provide remote working conditions, consider these five steps to ensure it works for both the company and the employees.