How often do you allow your employees to work remotely?
Most of my employees ask to work from home at least once a week. I don't typically mind since we all keep in touch over Slack throughout the day. I do wonder if I'm being too lenient with them.
Managers, from your experience, how often do you allow your employees to work from home? Do you ever say no?
At APPTech Mobile Solutions, if our employees request to work from home or remote location we offer them facility to work remotely.
In the past, I've seen a lot of companies do an optional Work From home Wednesdays as a policy.
Another company I have worked for allowed a pretty flexible "as needed" 1-2 times a week.
Both seemed to work good and as long as communication and progress are not affected then there should be no side effects.
As a manager in my career, I've only had to say no when there were important in-person meetings or visits from clients/executives.
I would recommend:
* Keeping it standardized as groups or for individuals so there is some consistency
* Finding good slack tools for remote collaboration (see link below)
* Other tools outside of slack
First of all, it depends on the industry. If you are from the tech industry and all jobs are sitting jobs. Sitting jobs means employee work at their desk. They don't have any field work.
In that case, you can monitor them via remote access and it is easy too. You can use two things. The second option is best rather than the first one.
1. Track employees by CCTV but it is not very effective.
2. Use Time Doctor. Time doctor is the best software to track and monitor. You can get screenshot, real-time analysis and there are many benefits which you can find on their website.
I am 100% sure about Time Doctor because in my past company my boss used to track by Time Doctor and it was like James Bond is sitting behind us.
Excellent question and I'm in the same boat! It really depends on your industry and compensation structure.
The traditional model of having an office where people find themselves and "work," in my view, is no longer functional. It has been a long time since this is no longer true, given all the distractions that technology allows us.
Having a place where people go, is no longer necessary, nor micromanagement, because this is no longer so effective.
Allowing people to work remotely is something that should motivate the individual contributor to achieve their goals the same way or even better. See, allow the person not to have to transit, nor to be forced to eat at the stipulated time, nor to worry about what others around him do, nor have to worry about going to the doctor and justify or even give a time because he is tired or with a problem that does not let focus on the work, this is what we must evaluate.
On the other hand, the professional must deliver at least all of his work with the quality compromised, within the stipulated time, and show that he can do much more in this scenario of work out of the office.
There are activities that unfortunately do not allow this, but if you have the opportunity, talk to your team and have their commitment, and warn that their failure in this commitment will carry a weight that can mean their resignation.
It is important to emphasize that it is not the environment of a company that makes the professional better, but rather, his dedication and commitment. They are different things, like stubbornness/persistence and greed/ambition: they seem the same but they are not. Your leadership (and does not manage) will be put to the test, this should be something you should evaluate and see if you are a leader or a manager. Remember that in the end, the concept of meritocracy will be the "watershed".
Do you feel your employees are getting work done when they work from home? If so, I think one day a week is acceptable to allow your employees a break from commuting or other reasons they may have. However, don't be afraid to say no if you need them in the office on a particular day to collaborate or attend a meeting. Working remotely should be a privilege, not a given.