Section 1: Introduction
- Summary – Short but comprehensive description of what your company’s general remote work policy is.
- History – Account of how long remote work has been permitted in your company, what or who is responsible for initiating the change, how it has benefited the business, and how it has evolved over time to elicit maximum benefits for both the company and the workforce.
- Definitions and References – Are there any unique terms, documents, or processes referred to in company culture or in this policy that may be new to a worker or manager? If so, provide more information.
- Directory – Where can workers find more information about their teammates, including role title, location, time zone, working hours, and communication preferences?
Section 2: Terms
- Objectives & Key Results – What are the primary goals of the company, team, and role? (Understanding these can support critical thinking, intrinsic motivation, and proactivity in location-independent workers.)
- Key Performance Indicators – List what criteria and applications will be used to measure the productivity and success of the worker. What evidence and data will the manager have (without physical supervision) that the employee is staying on task and will be on track to meet deadlines?
- Responsiveness – What are the expected response times for the primary communication channels of the team (ie: Slack, email, calendar invites, etc.). In other words, how quickly can a worker expect to receive assistance when requested, and when should a manager start to be worried that the worker is not on task or has a problem and needs additional support?
- Project Management System – Outline the tools and rituals that are used to track virtual assignments, files, and deadlines. Include clear descriptions of the responsibilities and expectations for each member that will ensure accurate reporting.
Section 3: Support
Problem Solving Resources:
- Accessibility – Where can digital company resources (such as HR paperwork, company handbook, or project files) be virtually accessed? Who is the correct point of contact if a certain resource cannot be located?
- Tech Support – Process that remote employees should follow to troubleshoot equipment or software malfunctions. Options could include the contact information of an internal consultant, or instructions to find and pay for a local specialist.
- Notices and Memos – How will company leadership notify offsite employees of news, warnings, or updates at the same time that onsite workers are informed? What steps are required for remote workers to acknowledge receipt?
- Disability Accommodation – If the employee will (or may) work offsite due to a disability or nontraditional circumstance, describe what adaptations will be made to their schedule or workspace in consideration of their unique needs
Download our checklist to learn how to cover all your bases, including:
- Creating a company policy that takes into consideration other factors of your organization
- Setting performance expectations based on existing objectives
- Establishing different channels of communication based on the type of dialogue
- And more…