Remote work after COVID-19

Be Intentful

The leadership in your organization should discuss what impact remote work has had on productivity and work quality during COVID, and if and how you want to continue this for all or part of your workforce as COVID subsides.

Be Specific

There are a lot of things to consider when defining your long-term remote work policy. Here are some questions to consider. Will everyone have the option to work remotely or only specific roles or levels? Will there be compensation adjustments for employees that choose to work remotely or choose to move to a different city or state? How will employees’ movements affect your legal and tax liability in different states? It’s helpful to consult with an accountant and a human resources specialist when answering these questions.

Be Transparent

Once you’ve documented your remote work policy, share it with all of your employees and candidates so everyone is on the same page with your remote work policy.