Thinking Longterm About Telework

It’s safe to say there’s one thing on almost everyone’s mind right now: when our economy can re-open. While there’s still no clear answer to what that re-opening will look like, what is clear is that even as we get back to work the business landscape will be much altered.

With that in mind, managers can begin shifting their current telework arrangement into a longer-term policy that helps their business move forward.

Why consider telework a part of your toolkit moving forward? reports that commercial real estate experts are predicting the office environment will change radically due to different expectations and worries that we’ve had months to develop.

“’We’re in the midst of the largest stay-at-home experiment in history,’ JLL Managing Director Corey Siegrist said in the article. A Colliers report released Thursday afternoon said 84% of 3,000 workers it surveyed around the world would like to keep working remotely at least one day a week when the pandemic fades. Of those who hadn't worked from home prior to the coronavirus' spread, 71% would like to work remotely at least once a week in the future.”

Ramping up telework capacity might save businesses money on office space and on parking, plus lead to more productivity and satisfaction once employees are able to telework under more normal conditions.

Movability member Thrival offers an in-depth guide for formalizing a telework program – instead of just continuing on without a clear policy or plan – with the advice that a structured telework plan is good for employers and employees.

“A formal telework program clearly lays out the details of who can telework, and when, and for how long. It eliminates ambiguity, avoids legal and productivity issues, and also allows you to make sure the program drives employee retention and attraction, reduces parking demand, keeps real-estate demand under control, and allows you to realize all the benefits of telework,” Thrival writes.

So how to make remote work a success and codify it into company culture? Movability member Point B specializes in business planning and strategy, and recommends considering six guiding principles to ensure that a remote workplace transition is successful: reliable tools, equitable policies, responsive support, investment, change management, and intentional culture. Read more here.

Does your workplace need customized support to create a remote work structure? Movability can help! Contact Kate Harrington to learn more.