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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.

To learn more about effectively communicating about your organization’s telecommuting policy and becoming a member of the Diversity & Flexibility Alliance, contact Eliza Musallam, Director of Membership. Members can access the complete Action Step in the Member Resource Center

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.

In order to recruit and retain top talent, organizations need to offer flexible work options to stay competitive. One of these options, telecommuting, has increased in use and popularity, and millennials in particular value, desire, and expect the ability to telecommute. As organizations become more global and more employees need to travel and work off-site, telecommuting has moved from a form of flexible work to being a business operations necessity. Organizations are also utilizing telecommuting as a way to cut real estate and overhead costs. When employers provide resources and support to help telecommuters succeed, they set themselves apart in terms of recruitment, retention, and productivity.

Employers should clearly communicate tactics and provide support to help remote workers succeed, both in terms of fostering effective team and individual productivity, as well as long-term career success. But like all forms of flexibility, successful telecommuting is a two-way street. Telecommuters need to: maintain visibility by having an active presence, foster relationships with key sponsors and mentors, be responsive, communicate their workload, proactively solicit feedback, be flexible about schedules, and maintain a professional workspace in order to reduce distractions and maintain focus…

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