Here's a quick checklist we've created to help you launch your hybrid work strategy. We've tried to include all the items you'll need in your business. Get inspired and make it your own.
You plan on implementing a new remote work policy, but you are still looking for some guidance in order to set everything up?
Here is a short checklist we created in order to help you get your hybrid work strategy up and running. We tried to include all the points you'll need in your organization, but it can all of course depends on your own company culture. Get inspiration and make it your own!
Define and go through requirements for a successful hybrid work culture
Thanks to digitalization, remote work is becoming possible for an increasing number of several positions in a company, from sales representatives to HR managers.
Though, depending on the task and the environment needed for them, some extra requirements might have to be checked first:
Most of the time, the feasibility of remote work for a position depends on the amount of digitalization of tasks and work. From a team lead point of view, you might also consider the tracking possibilities of the task performance.
No worry, regardless of the challenge you may face ensuring the continuity of management throughout remote work, most of the time: there's a collaborative tool for that!
Technical and tool environment
As already mentioned, many solutions exist to provide all required tools to your remote teams. This could include these 2 aspects:
Ask all team leads to provide you with a list of the technical requirements. You could discuss these points to create a common ground for a remote work setup. Here is how it could look like:
Create a guideline to become an official part of your hybrid and remote work culture
First: some legal aspects...
You might get some advice from your company legal advisor to get sure to get it right, but here are some of the aspects you should consider
a) Employment contract: Home office cannot be ordered unilaterally by the employer, it requires an agreement between employer and employee. Therefore, clearly regulate remote work in the employment contracts of your employees or supplement them with an additional agreement.
Points to be regulated are...
It may make sense to question the performance appraisal for remote work. Do you need any changes or additions?
It is not always necessary to call in new employees for onboarding. With these three points, remote onboarding works.
Even before the start date: New employees should be informed about the process, their to-dos and about the team at all times.
Organize reliable hardware shipping and think about IT infrastructure. Key work and communication tools need to be installed on PCs in advance.
Prepare team leads for their role, because even remote new starters need guidance and direction in the first few weeks. Ideally, team leads should set up the first meetings - formal and informal over coffee - right away.
Employees who work remotely in teams must be able to communicate transparently and exchange ideas without disruptions. To avoid misunderstandings and to keep in touch with colleagues in the office, you should...
Ensure efficient meetings by encouraging employees to...
In order to promote a good exchange and maintain the team and company culture, it is important to give the remote workers a sense of belonging. It is important to give remote workers a sense of belonging. Include them and value them as much as on-site employees. Make sure remote workers know and feel the company's values and vision. Because that motivates them - and in the end, everyone benefits.