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The rise of remote work has transformed the way many employers and employees approach their jobs, with work-from-home setups becoming widespread.
There is no universal handbook on how to make remote work successful for every company. The best approach will vary depending on factors like team size, available resources, industry demands, and financial constraints.
Having the right tech tools is crucial for supporting remote teams, but maintaining employee engagement and focus is equally important. Remote workers may encounter more distractions than in a traditional office environment, especially when balancing family or household responsibilities.
To ensure your team operates efficiently in this new landscape, here are research-based steps employers can take to enhance the engagement and productivity of remote employees—requiring minimal preparation but delivering significant impact.
A basic work-from-home plan should encompass the following:
It can be difficult for an employer to ensure the health and safety of employees if the employer no longer has control over the physical workspace.
That said, if an employee is working from home, the employer still is under an obligation to accommodate the employee up to the point of undue hardship.
If an employee requires adaptive equipment to perform their job, they should be allowed to take it home, if necessary. Employers should also consider allowing employees to take home any ergonomic or workspace equipment that the employee regularly uses at the office, such as monitors, footrests and headsets.
Occupational Health & Safety Resources for Employers with Remote Workers:
Employment Standards
Be sure to keep the hybrid policy at a high level to cater for variation in local requirements in the details, as certain provinces and territories have specific regulations and laws that can apply and impact hybrid employees living in different areas. For example:
- The Ontario Employment Standards Act will apply to workers located outside the province if the work they do is a continuation of work that originated in Ontario.
- The Alberta Employment Standards Code will apply if the employee works outside the province for an Alberta-based company, depending on the specific circumstances and the nature of the employment agreement.
- The British Columbia Employment Standards Act will apply if there is a strong enough connection between the employment and the province. The factors to determine the connection are established by case law.
Hybrid and remote work are now common workplace arrangements, but they may not suit everyone equally. Employees can encounter unique challenges, such as managing distractions in their home environments.
Employers are encouraged to establish a clearly written Remote Work Policy and require remote workers to sign an agreement.
The HR Toolkit policy and agreement is thorough and comprehensive, serving as a valuable checklist for employers to address all key considerations.
Consistent, transparent communication is crucial for success in hybrid and remote work environments.
Employers should ensure they have multiple ways to reach employees, including email, chat and video software to keep everyone updated.
Find an app or software that works for your companies needs. Some examples that seem to be very popular include Zoom, Google Hangouts, Slack, Trello, Skype, and Microsoft Teams.
Regularly schedule meetings—ranging from company-wide updates to one-on-one check-ins—to keep everyone engaged and aligned. Video calls encourage preparation and foster a sense of connection, helping bridge the gap between in-office and remote team members.
While hybrid work is more common now, occasional background noise from home—like children or pets—is a normal part of today’s workplace. Embrace it with flexibility and understanding.
Remote work becomes more effective and satisfying when managers clearly define expectations for communication frequency, methods, and timing. For instance, “We’ll use videoconferencing for daily check-ins and instant messaging for urgent matters.”
Additionally, let your employees know the best ways and times to reach you during the workday. For example, you might say, “I’m generally more available for ad hoc calls or video chats later in the day, but for emergencies earlier on, please send me a text.”
Finally, monitor team communication (as appropriate) to ensure everyone is sharing necessary information and staying connected.
For companies transitioning from traditional office settings, the shift to hybrid or remote work can make it tempting to check in constantly to ensure productivity. However, micromanaging can undermine trust and reduce employee morale.
Instead, build accountability by setting clear expectations through a well-defined hybrid or remote work policy and agreement. Outline objectives, processes, performance metrics, and tracking methods to ensure everyone is aligned.
By having employees sign a teleworking policy & agreement, it keeps things organized - laying down clear objectives, processes, metrics and tracking methods for each worker. Use the Weekly Status Reports in the next section.
Have clear business metrics/reports published to review the progress of business. Have everyone fill out a status report at the end of each week and report on their accomplishments and results.
In today’s world, we have metrics at our fingertips. For example: how many prospects and customers did we speak to on Chat? On email? And these are recorded as results in the status reports.
Embracing remote and hybrid work? Success starts with clear policies, strong communication, and trust. Use these tips and resources to keep your team productive, engaged, and ready to thrive—wherever they work.
