To keep and attract talent, all companies will need to have a policy with best practices to accommodate work flexibility.
Research has clearly shown that for most employees who have any type of remote work arrangement, they:
- Met their goals more reliably
- More productive
- Experienced less stress
Companies have also benefited greatly — with increased productivity, talent retention, and lower overhead.
We all recognize that the latest advances in technology have disrupted many industries; but we haven’t fully recognized the disruption to how and where we work, as well as how we will manage people. All companies will need to adapt to flexible work arrangements, find and keep talent, and learn to manage people without borders. New employee generations will expect it and because we are living longer, so will older employee generations, as they will work beyond the historical 65-year retirement age. The future work paradigm will be “the right work with the right person can be done from anywhere”.
Work At Home Vintage Experts (WAHVE) provides a comprehensive solution to qualifying, hiring, and managing experienced remote talent. To help companies implement work-at-home environments during this COVID-19 pandemic, they have updated their Workplace Flexibility and Remote Work Best Practices Guide. Topics include:
- The Research on Working Remote
- Three Types of Remote Work Arrangements
- Creating a Successful Remote Work Program
- The Home Office
- Making It Work
- Some Helpful Tips
- Some Pitfalls to Avoid
Click here to read more and download a copy.
The information and materials on this blog are provided for informational purposes only and are not intended to constitute legal or tax advice. Information provided in this blog may not reflect the most current legal developments and may vary by jurisdiction. The content on this blog is for general informational purposes only and does not apply to any particular facts or circumstances. The use of this blog does not in any way establish an attorney-client relationship, nor should any such relationship be implied, and the contents do not constitute legal or tax advice. If you require legal or tax advice, please consult with a licensed attorney or tax professional in your jurisdiction. The contributing authors expressly disclaim all liability to any persons or entities with respect to any action or inaction based on the contents of this blog