6 Jan 2009

People and Policy

This aspect will often be led by HR (Personnel) professionals and/or suitably qualified external Consultant(s).

A successful outcome requires best practice Change Programme Management given that the decisions made will impact everyone working for the organisation. It is important to remember that moving from a traditional command/control 'presence' culture to the output driven culture of empowerment and mutual trust required in a smarter, remote and home-working organisation takes considerable effort and requires top down support to succeed.

Formal, organisation-wide implementation of Smarter-Working will typically require:

Guidance for Managers (click here for the check list)
Guidance for Employees (click here for check list)
Modified Policy documentation covering such as eligibility, tax implications and travel allowances (click here for check list) and click here for more detailed guidance

The policy documentation supporting the change also needs to:

Set out clearly the principles behind Smarter Working and how it works
Make clear the process for the employee applying
Make clear who decides eligibility
Set out an appeals procedure
Set out any conditions on either side relating to cessation of the arrangements
arrangements made under the ‘right to request’ legislation (Click here for further 'BERR' information)

An overall policy document or ‘Company Values Statement’ can be a valuable addition to the detailed guidance. Such a document can be used to good effect with clients and within the recruitment process to positively portray the responsible and sustainable manner in which the organisation conducts its business and values and supports its staff.