The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.
While telecommuting has taken place on an informal and ad hoc basis for years, more organizations are implementing formal, written remote work policies. According to our 2017 Law Firm Benchmarking Survey, 61% of respondents indicated that their formal flexible work policies for attorneys included telecommuting. Remote work is an important job feature for many employees, and a formal telecommuting policy is an effective way to set parameters and expectations around working outside of the office.
However, organizations still struggle with gaining traction with their telecommuting policies. Common issues include: How do we make sure employees know about it? How do we increase usage rates? How do we make sure employees are teleworking in accordance with the firm’s policy? Here are some ways to overcome these issues and gain momentum with your telecommuting policy.
Education & Training is Key
First, offer education and training on a regular basis, not just when the telecommuting policy is launched. Training should include educating leaders and group heads on the business case, providing teleworkers with guidance on how to telecommute successfully while continuing to develop professionally, teaching supervisors best practices for managing remote workers, and training the entire organization on unconscious bias associated with flexible work.