During the COVID-19 pandemic, millions of people around the world shifted overnight to remote work. The consensus is that remote work will continue long after the crisis has passed. The prediction was correct. Five years later, millions of workers are still working from home and are still employed in remote positions.
Even for work-from-home veterans, remote work was hardly business as usual during the strange pandemic lockdowns. While some of the standard norms of remote work applied, the inability to go out and take a breather proved to be one of the top drawbacks of remote work at the time.
Fast-forward and our way of life is back to normal. Given the present situation, rules for remote work are now being settled.
To be a successful remote worker, employees must understand the expectations of the company from them. Employees and supervisors can become estranged if remote work policies are not in place, which can be both ineffective and ineffective.
Here are the ten remote work rules that every remote employee should follow:
Table of Contents
Eligibility.
Companies must first determine which positions are eligible for remote work and include them in their policy. According to Gartner analyst Carol Rozwell, companies can determine which positions can and should be performed outside of the office by examining their work and operating model.
“If I’m on the phone with you right now, it doesn’t matter where I’m calling from, does it?” she asked.
On the other hand, some businesses may not have any jobs that can be done remotely. Companies that do not have suitable positions for remote work should state this right away, eliminating any further demands or inquiries about remote work.
Consider where people can work as well. Should people only work remotely from home, or can they work in a shared workspace or from a coffee shop? Clarify the rules in your policy.
Effective communication.
Business leaders have previously had to make painful decisions like closing offices or cutting travel. Still, now they must describe in black-and-white terms how these business disruptions should affect workers’ job objectives.
If you want to work from home successfully, you must communicate well verbally and in writing. Employees are expected to be online and available eight hours a day, Monday through Friday. They must also check in with their managers at least once a day.
Any correspondence from a coworker or a client should be responded to as soon as possible.
Tools for connecting with team members and collaborating on projects have been provided. Meetings will be scheduled at least once a week. The employee and manager should discuss and agree upon the time. Determine how and when your managers and coworkers prefer to hear from you, then communicate with them accordingly.
Dedicated space and work equipment.
Determine where you’ll spend your workdays, whether it’s a separate room you use as a home office or a specific area of the house with the correct lighting and ambiance. Ensure it’s free of distractions and equipped with all the hardware, software, and other office supplies you’ll need to complete the job.
Equipment, on the other hand, should not be a gray area. Policies must state who delivers equipment, who sets it up, and who is liable for it. They should also contain any regulations about equipment usage, such as whether employees can use company laptops on their own time.
Can they install software on them or use it on personal devices? If so, what should they do if something goes wrong?
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Tech support.
Along with equipment, employers must identify whether remote workers will receive any technical help. Almost every large corporation has on-site technological support, but none provide remote support. Outline in the policy what remote employees should do if they experience technological challenges so that a plan of action is in place.
Working hours.
One of the things that makes remote working appealing is its time freedom. However, if a company can’t manage flexibility, it might backfire, with employees working too much overtime or not being available when they’re required.
Setting scheduling criteria from the start prevents any potential time-related discontent among staff. It can be inequitable if one employee can select their schedule while another must work predetermined hours.
With clear guidelines on working hours and time-tracking tools in place, you can determine if workers are working too many or too few hours without sacrificing flexibility.
Security.
According to the Employee Handbook and the confidentiality agreement signed by the employee upon hire, securing data and company information should be a top priority. Any violations of security procedures will result in severe and immediate disciplinary action.
Employees will have access to a Virtual Private Network (VPN) that allows them to connect securely to company servers and networks. The VPN must be used only during working hours and may not be utilized outside of working hours under any circumstances.
Cybersecurity precautions have been implemented, and the software will be available to the public.
According to security policy, people need to be aware of the dangers, be given instructions on how to prevent them and know what to do if security is compromised. Simple efforts, such as encouraging workers to lock their laptop screens when they’re not using them, can make a big difference.
You Can Also Read: A Survival Guide for Remote Workers
Client Confidentiality.
A policy must address client confidentiality, which is closely related to security. Again, keeping information private is much easier in a secure environment.
For example, if you have a client call at a cafe, you need to ensure you’re not speaking or providing sensitive information in that environment, according to Rozwell. Nothing could prevent a remote employee from doing so if it weren’t explicitly mentioned.
Compensation.
If an employee works full-time from home, their salary will not be affected. However, wages will be increased according to business policy and positive performance evaluations. Employees who work from home are still eligible for advancement and skill development programs.
If the employee follows the proper reimbursement protocol, the employer will compensate for electrical and internet charges.
Insurance and liability.
Employees who work from home will continue to get all the company’s benefits, such as health insurance and workers’ compensation.
Employees are encouraged to work from a safe place and maintain high-security levels. The firm is accountable for injuries sustained in the pre-defined workspace during work hours.
The employer’s chosen insurance only covers company-owned equipment loaned to the employee. The employee’s insurance provider is responsible for all additional equipment.
Rightful termination.
Most corporate policies cover proper termination, but Rozwell stressed its necessity in a remote work strategy. Companies must say unequivocally that no employee will be fired for working remotely. Many managers are uneasy with remote working because they can’t see their staff, so this regulation is necessary, according to Rozwell.
Communication is critical in this situation. She went on to say that open and frequent contact between remote workers and management is required so that no one can criticize the work that is being done.
You Can Also Check This Article: A Survival Guide for Remote Workers
Takeaway
As you become more accustomed to working from home, you’ll likely build new methods and procedures that suit your personality and allow you to give your all to the project. Don’t be hesitant to try new things as you try to find the sweet spot that will enable you to maximize productivity while still enjoying the benefits of remote work’s work-life balance.
These rules spell out who is allowed to work from home, how they should do their jobs, what is expected of them, how their work will be evaluated, what support is available, and their legal rights as remote workers.
