Using the UNITY framework, let's explore a specific scenario that may keep you up at night...
Scenario
You are challenged with implementing a remote or hybrid work culture and employees are complaining because they either do not want to return to the office or some get to work remote while others are not allowed the same opportunity.
To start, make your company a place that you enjoy being!
Conduct interviews and surveys with employees to gain insights into their concerns (experiences, challenges, what is working/what is not, and preferences regarding remote and on-site work). In situations where they feel they are treated differently, what examples can be shared?
Review the organization's current remote work policies (if one exists), including eligibility criteria, exceptions, communication practices, and technology infrastructure.
Review leave and time off policies.
Identify the reasons that may create disparities in remote work opportunities, such as job roles, departmental needs, or historical practices.
Conduct interviews with the management team of remote/hybrid employees and those that have positions that do not allow for remote/hybrid opportunities to fully assess the differences.
Define the organization's objectives for remote and hybrid work policies, considering factors like productivity, employee satisfaction, and business goals.
Analyze the feasibility of expanding remote work opportunities based on job roles, tasks, and performance expectations.
Explore alternative work arrangements, such as flexible scheduling, job sharing, or staggered on-site presence, to address the disparities and accommodate employee preferences where feasible.
Develop a clear strategy and guidelines for remote and hybrid work that align with the organization's objectives and address concerns of fairness and equity.
Ensure leave and time off policies are clearly defined.
Develop a long-term strategy for maintaining a balanced and flexible approach to remote and hybrid work that aligns with the goals.
Outline a communication plan for the organization to ensure clarity at all levels.
Collaborate with HR and department leaders to communicate the employee experience initiatives transparently and consistently.
Assist in identifying roles and functions that are suitable for remote work and those that require on-site presence and identify communication plans for notifying employees of any changes.
Partner with IT to establish technology and security protocols to support remote work and ensure data protection.
Provide training and resources to help employees and managers effectively navigate remote work arrangements.
Define key performance indicators (KPIs) related to employee satisfaction, productivity, and organizational performance in the context of remote and hybrid work.
Introduce regular check-in sessions with managers and leaders on the progress and viability of remote/hybrid work.
Implement regular surveys or feedback mechanisms to gather ongoing insights from employees about their remote work experiences.
Monitor the adoption and adherence to the new policies and adjust as necessary based on data and feedback.
Track the impact of remote and hybrid work arrangements on employee engagement, retention, exit surveys, and overall organizational success.
Continuously assess the impact of the updated remote work policies on employees and the organization as a whole.
Solicit feedback from employees and managers regarding any challenges or opportunities for improvement.
Recommend adjustments to the remote work policies, eligibility criteria, or guidelines based on the evolving needs of the workforce and the organization.
Evaluate the long-term strategy for maintaining a balanced and flexible approach to remote and hybrid work and provide recommendations for adjustments as needed based on changes in company direction or industry norms.
