The pandemic has presented businesses with a new challenge: teleworking. According to Statistics Canada, the number of people working from home almost tripled at the start of the pandemic, between February and April 2020. While some have since returned to the office, many others continue to telework on a full- or part-time basis.
For companies, telework poses several challenges, particularly in terms to communications, work organization, and job support.
Developing a telework policy is a great tool to help companies manage their teams. This type of policy reduces the risk of misunderstandings and ensures that both management and employees are on the same page.
Depending on each employee’s position and life obligations, individual agreements can also be drawn up if necessary.
To ensure that every employee feels comfortable and supported even when working from home, the employer must revisit certain practices to strengthen feelings of trust and belonging, as well as communication between teams.
Teleworking can reduce the interaction between colleagues as they no longer work together in the same building. It’s essential to implement communication tools to facilitate teamwork and so that colleagues can easily exchange with each other during the day.
Teleworking has many advantages for both employees and employers.
For the employer, telework results in increased human resource flexibility, reduced absenteeism and lateness, and better integration of people with physical disabilities or significant family constraints.
For employees, telework reduces or eliminates commuting time, makes working hours more flexible and allows for greater autonomy and responsibility.
General, telework is very popular in companies because of its benefits. However, employers are responsible for regulating telework practices for employees and making them fair for all.
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