Post COVID-19: Improving your distributable workforce through formal telework programs

Post COVID-19: Improving your distributable workforce through formal telework programs
By Beth A. Heinen, Ph.D.
Director, Human Capital
Beth A. Heinen's Recent Articles
The distributable workforce
Jun 2, 2020

The COVID-19 crisis created a seismic change in the way people work. Not only do most organizations have the majority of their employees teleworking full time, but many are beginning to consider the possibility of a permanently distributed workforce that can regularly or episodically telework.

This creates a major challenge for organizations that are lacking a formal teleworking program altogether or whose programs need to be reevaluated in light of the current extraordinary circumstances. To be better prepared for recurring or new emergencies, organizations will need to adjust existing telework programs or establish new ones due to the COVID-19 pandemic. 

Organizations that take definitive action today will be best prepared to sustain operations when faced with future emergencies of unpredictable scale and scope. Formalizing a telework program now provides improved support to employees teleworking due to the pandemic, while also helping to refine the program for whatever work looks like in the “new normal.” 

Read this paper to learn more about:

  • The impact of telework programs on an organization’s continuity of operations. 
  • The elements of telework programs that can maximize the benefits of a distributable workforce.
  • How organizations can adjust telework policies in order to sustain operations in the face of future emergencies.
Meet the author
  1. Beth A. Heinen, Ph.D., Director, Human Capital

    Beth Heinen is a human capital expert with more than 20 years of experience. View bio

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