Remote Employees: Balancing the Interests of Your Employees and Your Organization
Because of advances in technology, working remotely has, for many, become more appealing and accessible. Many workers - editors, marketers, conference producers, salespeople – love the freedom and flexibility of remote working scenarios and are requesting these accommodations at an increasing rate.
But for management, the question of whether flexible work arrangements benefit the organization is often murky. Compensation, employee engagement, paths for professional development, etiquette, technology and the potential burden on in-office staff become issues and require consideration when a worker transitions to an offsite working location. But remote working arrangements, especially in a tight labor market, can provide access to a greater available talent tool and can potentially decrease overhead costs.
Learn what questions leading organizations are grappling with as they weigh the cost vs. benefits when recruiting, hiring and managing remote staff, trying to increase collaboration among teams and optimizing the assets and skills they have on board. Hear from Dan Fink, managing director of Money-Media, a Financial Times company and Amanda Czepiel, senior managing editor, at Simplify Compliance are trying to answer when considering remote workers:
- What positions and responsibilities are best suited for remote working?
- What expectations do you need to set for remote employees, such as time away from work notifications, video chatting, and other communications?
- Is remote work an earned privilege?
- How do you approach compensation for remote vs. in-office?
- How do you review performance and assess promotions for remote workers?
- When is approving a remote working arrangement not appropriate?
Managing Director, Money-Media, a Financial Times company
Senior Managing Editor, Simplify Compliance