Guidelines for Successful Remote and Hybrid Telework Programs

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Remote work policies are most effective when employees and employers are aligned with clear expectations from the start. Employees are often willing to collaborate to make telework successful, and if performance challenges arise early on, they can typically be addressed through open communication and joint problem-solving. Below are some guiding principles based on effective telework programs that have met both employee and organizational needs. These guidelines are valuable for both fully remote and hybrid remote work agreements:

Establish Expectations and Standards for Remote Work

• Not all positions are well suited to teleworking. Successful programs define well in advance which roles qualify for remote work in formal telework agreements, and periodically reassess performance. For more information on which roles tend transition well to telework, click here.
• A mutual understanding of responsibilities and goals, can enhance overall productivity. Discussing these at regular check-ins or staff meetings helps maintain the right course while people work remotely.
• Its important to establish expectations for communication windows in remote environments. Setting a standard for adequate email response times, such as aiming for a 2-hour window, helps ensure reliability, keeps workflows on track, and fosters trust and effective communication within the team.

Offer or Encourage Training for Key Telework Skills

• Provide technology training if necessary. Employees must be proficient in using chosen telework tools like video conferencing platforms, project management software, or other collaboration tools. Take advantage of free or paid tutorials, workshops, to address technical challenges.
• Communication is often the sticking point that successful telework programs hinge on. If this is an expected stumbling block, training can help. Communicate clearly, actively listen , and respond promptly to foster effective communication
• The second stumbling block is time management skills. Equip employees with strategies for managing their time effectively, such as prioritizing tasks, setting boundaries between work and personal life, and using scheduling tools to stay organized.

Frequent and Clear Communication is Essential

• Stay connected with employees that telework. As of 2024, the three most commonly used platforms for real-time communication in remote work environments are Microsoft Teams, Slack, and Zoom.
• Real-time communication is only part of the equation. Successful telework programs continue communicating via email, and especially shared virtual calendars. This can streamline scheduling, enhance team coordination, and ensure visibility of availability across remote teams.
• Especially in a hybrid environment, its key to make the most out of in-person meetings. Ensure these stay on-topic, and reserve them for activities that benefit the most from face-to-face interaction, such as brainstorming, team-building, or resolving complex issues.

Build a Trusting Environment

• Teleworking provides an opportunity to build trust by focusing on results rather than micromanagement. Establishing clear goals and measurable performance metrics allows employees to work independently while ensuring accountability. Results ultimately demonstrate effectiveness and success.
• Hybrid, and especially fully remote employees can often feel isolated in a remote environment. In addition to ensuring that the arrangement works for each case, encouraging personal or casual interactions can improve long term productivity.
• As you manage teleworkers, challenges may arise, making it essential to schedule time for open and honest discussions with employees about the telework arrangement itself. These solution-focused conversations are key to maintaining the long-term success and improvement your own telework program.