Integrity Staffing Solutions
best of staffing 2020 client rgb

Teleworking for COVID-19 and Beyond

  • covid flexible scheduling


The current pandemic didn't start this trend, but it has definitely accelerated it. Even before COVID-19 came on the horizon, Gallup research showed that 43% of U.S. employees work remotely some or all of the time. And some predictions have the traditional 9-to-5 job being pretty much history by 2030.


Now, thousands of businesses all over the world — beginning with the financial centers in Shanghai and Hong Kong — have practically shuttered their physical offices and converted to the new virtual reality of remote workers.


Here's how to join what Time Magazine calls the "World's Largest Work-from-Home Experiment" with minimal friction and maximum productivity. What you learn now by necessity will likely benefit your company even when the need is past.


Establish Expectations from the Start

Workers should know exactly what they need to produce and on what timetable. Make instructions as detailed as possible.


Communication is Key

Teams should hold regular phone or video conference calls to make sure projects are staying on track. Managers must provide coaching, direction and support to keep workers motivated and on task.


Determine Equipment Needs

Analyze what people will need in order to work from home. This may include:

Remote access to shared databases or servers

Compatible software on their home computers

IT support for remote workers installing and using the software

Ways to secure take-home devices and the information on those devices

Increased teleconference and video conference capacity

Printer, scanner, shredder


Software Tools Can Help

Project management: Choose a cloud-based platform that allows you to assign tasks and due dates, and workers to submit their work as they complete it. Some, such as HiveDesk, require employees to clock in and out whenever they work on a project, so you can track time spent on a task for billing and job costing purposes.


Time and attendance: The cloud comes to the rescue again with systems that let remote workers clock in and out from their smartphone or computer.


Payroll: Your system may need updating or replacing to handle remote workers' hours. It should be able to integrate hour tracking and payroll functions for maximum accuracy and efficiency, as well as alert you when there are significant discrepancies from expected work hours.


Scheduling: Look for cloud platforms that assign employees  their work hours and projects. Options such as Planday can be used for both on-site and remote access.


The Silver Lining

Many, many studies have shown that giving employees the flexibility to work at home increases morale, overall work hours and productivity. What's more, if most employees telecommute, it reduces the need for expensive corporate office space and other overhead items.


Even when COVID-19 is in the rear-view mirror, you may never go back to business as usual. And your business may be all the better for it.


You might be interested in...

How to Come Out (or Not) at Work
For LGBT+ individuals, revealing their true identity to co-workers, supervisors and clients comes with both risks and rewards. Your decision will depend on many factors — in both your own situation and the work environment — so there's no one right answer for everybody. However, as a LGBT-owned business, we'd like to share our insights and tips on making the process more successful.   Pros and Cons Workers who feel free to be their authentic selves at work report that they feel happier and more engaged. And studies show that they are more productive, which should please employers.   On the other side of the coin, many LGBT+ people are still in the closet due to fears of damage to their careers and workplace relationships. In a Harvard Business Review survey, nearly half (46%) of American respondents said they are not out to everyone at work.   Assess Your Workplace Atmosphere Get answers to these questions to help you decide whether it's a good idea to come out, or if...
Read More
Transgender in the Workplace: Tips for Employees and Employers
As an LGBT-owned business, Integrity is wholeheartedly dedicated to providing a diverse and fair working environment for all individuals. We've demonstrated over and over again that the keys to success for employer and employee alike are character, values and professional skills — not statistics on a piece of paper like gender or ethnicity.   In this post, we'll share our top tips for the transgender individual at work. While there is a trend towards greater acceptance of transgender rights in our society (and in the law courts), we still sadly see cases of harassment, prevention of use of the correct restroom, refusal to change names on employer documentation, denial of coverage for medically necessary procedures, etc.   The consequences of these actions may be more far-reaching than damages to one person. Companies who get a reputation for hostility to LGBT workers will alienate not just this group from their talent hiring options, but also the much larger pool of people who...
Read More
How to Find an LGBT-Friendly Employer
  The fight for LGBT employment rights has come a long way, thanks to support from the U.S. courts and the Equal Employment Opportunity Commission (EEOC), among others. But we still have a ways to go before every company provides a diverse and welcoming workplace for all, regardless of gender identity and sexual orientation.   Here's how to recognize those employers who provide fair treatment to LGBT (and all other minority) individuals, before you decide to submit a job application.   Check Out Their Public Brand. Companies who are proud of their inclusive principles will let everyone know about it in mission and value statements, marketing campaigns, etc. Places to look include: Company website Company's social media pages (e.g. LinkedIn, FaceBook) Trade publications and forums LGBT Chamber of Commerce websites Employer rating websites such as GlassDoor Job postings — should include mention of being an equal opportunity employer   Research Their Track...
Read More


More Info
You need an account to do that Set up an account Never Mind

Please register for an account first. If you already have one, log in here.