How To Create Your Remote Workforce Policy: Pay, Benefits, And More

Will the Delta variant extend remote work? Set policies and expectations now.

It looked like many organizations would fully return to in-person work in September. The Delta variant shattered that expectation—remote work is here to stay. You need to act now to solidify a long-term plan to manage the parameters involved, from pay and benefits to expectations for accountability and productivity.

A recent survey revealed that only one-third of office workers expect to return to their offices full-time. With fears about Delta and continued challenges with childcare and illness, the preferences of employees and employers are conflicting more than ever.

You must be clear about remote work philosophy, policies, and procedures to justify your decisions and set clear expectations. In the hot employment market, you need to avoid missteps that will cause an exodus of valuable colleagues.

• How does corporate culture link expectations with remote work?
• How should you address vexing questions from employees?
• What role should the employment market play in your remote work policy?
• Is it appropriate to differentiate compensation for remote work? How?
• How can leadership, HR, and employees collaborate on remote work rules?
• What steps must you take to ensure the safety and security of remote staff?