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Sustain Work-From-Home

Ensure work-from-home (WFH) arrangements are planned, integrated, and supported across the organization.

Not all roles are able to work from home; the ability to WFH varies throughout organizations. Organizations need a clearly defined, unbiased approach to determine who can WFH on an ongoing basis and who needs to work onsite. In addition, some employees want to work onsite regardless of whether their role can WFH. For WFH programs to be successful, they must be supported (e.g. with tools, training, logistics) and integrated into organizational and HR programs.

Executive Summary

Critical Insight

WFH programs won't sustain themselves: they require the right long-term options for your organization and ongoing efforts through supporting programs and change management.

Impact & Result

Sustain WFH opportunities for employees by creating a planned, integrated, and supported program that maximizes the benefits of flexibility while supporting both organizational and employee needs. Using an in-depth analysis of work duties, processes, and operational outcomes, along with the development of clearly defined program parameters, transition into a successful and unbiased long-term WFH program.

Research & Tools

1. Assess the current state of WFH

Assess the current state of WFH and determine the suitability of each work unit to WFH long term.

2. Identify and select WFH options

Choose the WFH option for each work unit that best aligns with the organizational context.

3. Define WFH program parameters

Define employee eligibility and time parameters for WFH program, create a WFH policy, and determine resources and support required to enable the program.

4. Prepare to implement and sustain the WFH program

Create a program rollout schedule, use change management to support the transition, and communicate the WFH program internally and externally.

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