Mastering HR Tech: Creating and Managing a Remote Workforce - Download
The rise of the remote worker has accelerated with the growth of technologies that enable working productively from home (or from anywhere else—Starbucks, anyone?). But even with the rapid growth of remote work, also known as telecommuting, most companies will always need a home office. In addition to a wide array of reasons why companies value people sitting “in the same building” at least for part of the time, there are some jobs that need to be done in a central workplace. Even when there is value in having people in the “office,” workers won’t necessarily need their own office.
Remote work is about flexibility, so many variations exist on the general theme of working outside a traditional office. Employees may work remotely full-time or part-time, according to a fixed schedule or as needed. Remote work can come in a variety of shapes and sizes, including the following:
- Working at home. This is the most common and the most popular form of remote work.
- Working in a satellite office or telework center. These facilities may be operated for a single employer or for more than one employer. They’re separate from a company’s main offices and nearer employees’ homes.
- Hoteling. Also called desk sharing, hoteling provides for office space only when workers need it. If there are never (or rarely) more than 30 people out of a 45-person office on site at one time, why do you need 45 offices? People simply check into the office like they would at a hotel, being assigned an office, cube, desk, or maybe just a chair in the office with a WiFi connection as their needs demand. The employer collects data on when employees who frequently travel actually use their offices. If workstations consistently lie idle, the employer can reduce office space and implement a reservation system for a block of workstations. A coordinator can administer reservations and arrange for needed clerical support. Of course, there likely will be a hurdle when people have a feeling of losing personal space, but the cost savings could be huge to companies. In addition, many proponents of hoteling point to more efficient working as well.
- Working on the road. This can be from a motel, hotel, or even a plane, train, or automobile.
- Working from the offices of a client or customer.
Other variations of remote work include:
- Regular. Remote work on the same scheduled day(s) each pay period.
- Ad hoc/situational/intermittent. Remote work as needed, based on work or workplace circumstances.
- Medical. Remote work with physician’s approval, temporary full- or part-time at-home work during medical situation.
- Unscheduled. Remote work in response to weather or other circumstances that impact the workplace.
There are many considerations when deciding what form of remote work is best for your company and your employees. To help you with the decision, this Mastering HR report will:
- Examine the legal issues that go along with remote work;
- Help you decide which positions and employees are best suited for remote work;
- Give guidance for training managers to work with remote employees;
- Show you how to set ground rules for employees who want to work remotely; and
- Walk you through developing a remote work policy and employee agreement, with samples to help get you started.