Remote work: setting best practices
Examine the job description for the position and brainstorm how each function of the position's workflow could be performed remotely. Ask the following questions:
- What equipment, software, internet/hot spot, and other office resources does the role require to be performed in a remote setting?
- Set new, realistic, expectations for the role with the supervisor and high-contact team members. Place the goals and objectives in writing and provide detailed instruction on how work will be performed. Include a staff communication plan outlining expectations regarding remote communication among team members.
- Create an onboarding document outlining the job expectations and how the remote employee is to perform their work. Include item such as: their work schedule (days of the week and start/end time); how, when, and where work should be submitted; who they contact to ask questions or report issues; expected meeting dates/times to attend; how to submit payroll hours; and how to purchase or request reimbursement for approved purchases for tasks or projects.
- If you examine a position and find that the job cannot be performed remotely, but you still want to hire a student for an internship, examine your organization's wish list of projects that could be performed remotely. Determine if a student could handle the project, or assist with part of it. This could help free up time in another staff member's position so they can focus on another task, or complete a project sooner.
- If feasible, have a student intern help brainstorm what tasks or projects they feel could be performed virtually, and how that work would be complete. Interns often see opportunities that more seasoned staff may not consider.
Best practices for remote work articles:
If you have remote workplace best practices to share, we would like to learn about them. Please contact the Employer Engagement Team at career-recruiting@wmich.edu. Thank you!