Manager checklist for supporting teleworking
Telework works best when employees and supervisors communicate clearly about expectations. The following checklist will help you establish a foundation for effective teamwork, continued productivity, and service to the UW community.
Understand relevant policies. Review the following telework-related policies and practices which are detailed on the UWHR Telework policy and process webpage. Supervisors should verify that their employees have read and understood this information.
Review technology needs and resources. Identify technology tools staff use in their daily work and determine whether the resources will be accessible when working from home and ensure employees know how to access your team’s local technical support should they need assistance.
- Ensure employees know how to set up call forwarding and how to access your voicemail from home.
- An alternative to call forwarding is UW’s Extension Connect service, which enables simultaneous ringing on another designated 10-digit phone number.
- Determine which platform(s) you will use to communicate as a team, clarify expectations for online availability and confirm everyone has access to the technology tool(s) and support resources. UW employees have free access to Zoom video conferencing, Skype for Business, Office 365, and G Suite for Educators.
Review work schedules. Telework sometimes get confused with flex work. Be clear about your expectations with employees for maintaining their current work schedule or if you are open to flexible scheduling based on employee needs.
Draft a work plan. Review the questions below with staff and work through answers together.
- What routine responsibilities/tasks cannot be fulfilled while working remotely and how will it impact operations or other people? What are ways to reduce the impacts?
- What routine responsibilities/tasks require regular communication and collaboration with others? Proactively contact each partner to confirm how you will communicate while everyone is working remotely.
- Oftentimes employees experience fewer interruptions while teleworking. Are there any special projects or tasks that you can advance while working remotely?
- What events or meetings are scheduled during the time in which the temporary telework arrangement is in place? Will they be postponed or canceled, or will they take place using technology? What follow-up needs to occur due to postponements or cancellations?
Make a communication and accountability plan. Supervisors should tell employees how often they should send updates on work plan progress and what those updates should include. Supervisors should also communicate how quickly they expect the employee to respond while teleworking and the best ways for the employee to contact the supervisor while working remotely.
- If you normally make daily rounds to visit employees at their desks, you can give them a call during this period. Maintain team meetings and one-to-one check-ins, altering the schedule if needed to accommodate any alternative schedules that have been approved.
- Conduct regular check-ins. Start each workday with a phone, video or instant message chat. The structure will help everyone create a positive routine. Every other day or weekly may be fine, so long as you are in contact frequently enough that your employees are in sync with you and/or with one another.
Be positive. A positive attitude toward teleworking and a willingness to trust employees to telework effectively is key to making such arrangements successful and productive. Teleworking presents an opportunity for managers to become better supervisors. Instead of focusing on how many hours your employees are working, re-emphasize a focus on measuring results and reaching objectives—regardless of work arrangement. The employee’s completed work product is the indicator of success, rather than direct observation. By focusing on the employee’s work product, telemanagers will improve their organizational abilities and their own skill in managing by objectives.