9
By Employee
Remote work is determined on an individual basis for
each employee and usually gives them the choice for
when and where they work. They can choose which
days they want to spend in-office vs. remote. It's the
most flexible option and works better for smaller
companies. This option would need to be backed by
a lot of communication and an easy way for employ-
ees to show where they are working each day so col-
leagues and managers can be in the know.
By Department
This means coming up with different policies by
teams or departments. This may be the least flex-
ible choice of the three because the in-office days
are likely the same each week so team members
can be in the office together. But it's potentially the
easiest to manage because the office can be split
into neighborhoods and the workspaces, rooms,
and resources within each neighborhood can be
available to different teams on their designated
in-office days.
By Company or Location
This option includes coming up with a compa-
ny-wide or location-wide policy that tells employees
how often they can work remotely vs. in-office. For
instance, by telling everyone they're expected in the
office 3 days a week and the other 2 wherever they
please, employees can choose the days they want to
be remote and reserve workspaces and collabora-
tion areas for the days they are in the office.
Step 3: Hybrid Strategies
As you are thinking about the different ways you can structure the
work week you should also think about whether the model will differ
by group. Your policies might work better whether they pertain to the
employee, department, location, or entire organization.
