Maximize your employees’ productivity
In March 2020, all employers with the option to offer telecommuting to their employees were forced to do so. After more than a year of operating remotely, even the most reluctant employers have found that it’s possible to combine organizational productivity with work-life balance for their employees.
While there are many benefits to this way of working, there are still several challenges for organizations to overcome:
- Collaboration between colleagues and the maintenance of informal interpersonal relationships
- Quality and performance of the tools and computer programs used
- Maintaining the confidentiality of information
- Difficulty for some employees to make the transition between work and personal life
- Control of work delivery
- Management of the health and safety component in the employee’s home, particularly about ergonomic risks
- Configuration and optimization of workspaces on the company’s premises
Two steps to a successful return to the workplace
According to a survey of 3,000 Canadians, 37% of teleworkers have no idea what it will be like to return to the office, which is scheduled for September. This uncertainty can be a stressor and disrupt workers’ mental health. To help you, we suggest the following steps to ensure a smooth return to the workplace.
Step 1: Write and Communicate Your Teleworking Policy
In order to reassure your employees and keep them motivated, it is important to communicate your telework policy to them as soon as possible. The telecommuting policy provides a framework for management, managers and staff of the organization regarding telecommuting. This document supports management commitment to workplace health and wellness by promoting work-life balance.
To make your job easier, download our sample policy now!
Step 2: Ensure the policy evolves with the needs of your employees
The second step is to survey your employees to find out what their needs are and how they will evolve over time following the implementation of the telecommuting policy. This crucial step, frequently forgotten by many employers, allows them to know the sincere expectations of their workers and to adapt their policy accordingly.
How to do it?
To save time and money, there are questionnaires adapted to find out the expectations and needs of workers. In addition to ensuring the confidentiality of the results, you will obtain quality data.
Do you have any questions? Contact MEDIAL’s professionals who can guide you through the process of telecommuting to maximize your productivity.
You would also likeSubscribe to our newsletter
Press release : 30 years of service MEDIAL OHS-Consulting-Services
Québec, Tuesday, March 21st—Consulting celebrates its 30th anniversary. To mark its anniversary and to continue its technological innovation, MEDIAL is launching a collaborative platform for OHS management, including a comprehensive prevention program.
Prevention program and OHS action plan
Learn the difference between the action plan and the OHS prevention program. What are their functions and distinctive elements?
Domestic violence, the obligation of employers
As of October 6, 2021, employers of Quebec must protect their employees from situations of domestic, family, or sexual violence that may occur in the workplace.