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  • At our company, it depends on the job and the user.

    Most of us were offered the option to work from home 2 days, and in the office 3 days. There were some other options, depending on your tasks and manager. As long as your manager approved it, you got to decide your schedule. For the most part you stuck with that schedule as it was published company wide, unless you needed to switch days with prior approval, or management said you had to come in for some reason. All users have MS Teams, and email, some of the users we added a desktop app to allow for phone calls through their computer, as they dealt with customers and/or vendors.

    The users also had to prove they had good enough internet speed to perform their job at home. Depending on their duties and if they needed access to resources in the office or off web based systems, our speed requirements would vary. Before they were fully granted work from home they had to work from home for the day and we would remote in and run speed tests, file transfer tests, TEAMS video calls, chats, a couple times that day to make sure they had adequate speeds. As internet speeds you pay for are not always guarantees.

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  • Hey CaseyNick​,
    Wanted to pass along some recent blog posts that we’ve published about this very topic that might be of interest to you. Within them are lots of data and concepts to consider while your org works on defining a policy that best suits your needs.

    At GoTo (formerly LogMeIn) we’ve become thought leaders in this sphere through our solutions that make hybrid work more feasible and productive. If you ever have any additional questions please reach out, I’m happy to help!

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  • Be careful not to end up with IT being tasked with solving HR issues. It's unrealistic to ask IT to police peoples activity when they're at home (as well as extremely intrusive).

    As someone suggested above, focus on outcomes, not what people are doing from minute to minute.

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  • Thank you, that is good advice.  This is just more a starting point to put a policy together.  Just passing on to HR

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  • I'll share our experience.  We had just started our business, then the pandemic almost crushed us.  However, we found the value in remote work.  We had to pivot to stay alive, but in the end, it was the tenacity of those folks working from home that made it work.  Our footprint is now smaller, with two offices and a conference room.  Ninety percent of our staff work remotely and we've found that they work more efficiently that way.  Communication is essential.  We have staff meetings on Mondays, and that works for us.  Hope other businesses can find a similar solution.

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  • Thank you, I will certainly pass this on to our HR!

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