{"id":4579,"date":"2020-08-20T10:00:00","date_gmt":"2020-08-20T10:00:00","guid":{"rendered":"https:\/\/sonusbenefits.com\/remote-work-planning-long-term\/"},"modified":"2020-08-20T10:13:37","modified_gmt":"2020-08-20T10:13:37","slug":"remote-work-planning-long-term","status":"publish","type":"post","link":"https:\/\/sonusbenefits.com\/remote-work-planning-long-term\/","title":{"rendered":"Remote Work: Planning Long Term"},"content":{"rendered":"

As the world begins to settle into the reality of working from home as a long-term strategy, organizations must take the time to think ahead. When the pandemic hit, the world of remote work, which had been steadily gaining more and more attention, was fast-tracked into the right-now. There was (and in many cases, still is) a lot of maneuvering to make this new reality function properly.<\/p>\n

Organizations had to grapple with new forms of communication, management, leadership, and company culture. Not to mention a load of new compliance regulations and resources that required some serious attention. But as time has passed, organizations have *begun* to find their stride, identifying new strategies, tools, and solutions to help them navigate this new world.<\/p>\n

And as was predicted before the pandemic hit, organizations are starting to see remote work positions as viable options they can offer moving forward. While all the maneuvering and finagling to immediately make remote work happen will continue to serve organizations in the future, it doesn’t necessarily account for all that needs to be considered in the long term.<\/p>\n

Here are three things to keep in mind for offering remote work indefinitely.<\/p>\n

1. Where is your talent?<\/h3>\n

While your company may have historically stayed to the talent found locally, it may no longer be a smart requirement. Consider expanding the radius where applicants may be based. While working in different time zones can require some adjustments to how you communicate, it isn’t that hard to make the shift. Just be aware of the of needs within that role and determine how you’ll be able to meet those needs. For example, if checking in with a manager on a day-to-day basis is part of the role, being in a time zone close enough to allow for availability overlap may be a requirement.<\/p>\n

The wonderful thing about expanding the radius of the talent pool is the exponential depth of field your hiring managers get to play within. This expansion affords you the flexibility to become more selective in your hiring, while potentially creating opportunities to connect with applicants of more diverse backgrounds, skillsets, and experience.<\/p>\n

2. Re-evaluate organizational policies<\/h3>\n

Remote workers tend to have different needs than on-site employees. Take the time to re-evaluate what you’re offering employees and define what applies to those working remotely and those working locally. Here are examples of some policies you’ll want to consider:<\/p>\n