Last week, we discussed why employers who’re beginning to bring employees back to work shouldn’t be surprised when some employees request to continue to work from home (WFH) one or two days week.
Because employees are finding that they can maintain productivity as well as save time and *money by WFH, employers should in fact be prepared for these requests. But before you say yes, here are some objective criteria to use when deciding who can work from home and who can’t.
- Establish that working from home (WFH) is a perk, and available only for certain positions.
Not all jobs can or should be done from home. Clearly, positions that interact with the public, by their nature, can’t be done from home. But there are others that you might have allowed to WFH during the pandemic, yet it’s not ideal for your business needs –feel free to deny those requests.
- Identify which job titles are eligible for consideration.
Does the job require focus/concentration so that it would be beneficial to have a day without interruptions? If the job requires high cybersecurity (such as accessing the company database) are you comfortable that access is secure from home? If something unexpected comes up, can it still be handled by someone from home?
- Evaluate the incumbent for suitability.
Okay, this one may seem subjective –because it is– but you must evaluate whether your incumbent is someone who has earned the perk. Let’s say for example you’ve decided that “Contract Coordinators” are eligible to WFH. Does that mean you should approve anyone with that title? No. it’s going to depend on the incumbent:
Are they already a solid performer? Poor performers need more supervision.
Have they been on the job a while? Newbies should wait.
Are they responsive, stay connected and keep you updated?
Are they willing to change plans at the last minute if you need them in a pinch?
You get the idea. Hopefully, this list helps you think about what factors to consider before you say yes to those requests.
Fun fact: According to Forbes.com an analysis by Global Workplace Analytics says employers can save about $11,000/yr for every employee who works remotely half of the time. Additionally those same workers can personally save up to $4,000/yr.
©Copyright Eva Del Rio
Eva Del Rio is creator of HR Box™ – tools for small businesses and startups. Send questions to Eva@evadelrio.com
