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Sustain Work-From-Home in the New Normal

Ensure work-from-home is planned, integrated, and supported during the pandemic and beyond.

  • Not all roles are able to WFH; the ability to WFH varies throughout the organization.
  • Organizations lack a clearly defined, unbiased approach to determine who can continue to work from home on an ongoing basis and who needs to return to the workplace. In addition, some employees want to return to the workplace regardless of whether their role can WFH.

Our Advice

Critical Insight

  • The emergency WFH program won't sustain itself – it's a significant change that requires choosing the right long-term options for your organization and ongoing efforts through supporting programs and change management.

Impact and Result

  • Sustain WFH opportunities for employees by creating a planned, integrated, and supported program that maximizes the benefits of flexibility while supporting both organizational and employee needs. Using an in-depth analysis of work duties, processes, and operational outcomes and the development of clearly defined program parameters, transition the current short-term emergency WFH arrangement into a successful and unbiased long-term WFH program.

Sustain Work-From-Home in the New Normal

1. Assess the current state of WFH

Assess the current state of WFH and determine the suitability of each work unit to WFH long term.

2. Identify and select WFH options

Choose the WFH option for each work unit that best aligns with the organizational context.

3. Define WFH program parameters

Define employee eligibility and time parameters for WFH program, create a WFH policy, and determine resources and support required to enable the program.

4. Prepare to implement and sustain the WFH program

Create a program rollout schedule, use change management to support the transition, and communicate the WFH program internally and externally.


Member Testimonials

After each Info-Tech experience, we ask our members to quantify the real-time savings, monetary impact, and project improvements our research helped them achieve. See our top member experiences for this blueprint and what our clients have to say.

10.0/10


Overall Impact

Client

Experience

Impact

$ Saved

Days Saved

Modesto Irrigation District

Guided Implementation

10/10

N/A

N/A

Stamford Hospital

Guided Implementation

10/10

$12,399

4

Federal Economic Development Agency for Southern Ontario

Guided Implementation

10/10

N/A

2

Pembina Pipeline Corporation

Guided Implementation

10/10

$2,000

5


About Info-Tech

Info-Tech Research Group is the world’s fastest-growing information technology research and advisory company, proudly serving over 30,000 IT professionals.

We produce unbiased and highly relevant research to help CIOs and IT leaders make strategic, timely, and well-informed decisions. We partner closely with IT teams to provide everything they need, from actionable tools to analyst guidance, ensuring they deliver measurable results for their organizations.

Member Rating

10.0/10
Overall Impact

After each Info-Tech experience, we ask our members to quantify the real-time savings, monetary impact, and project improvements our research helped them achieve.

Read what our members are saying

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your IT problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

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Try Our Guided Implementations

Get the help you need in this 4-phase advisory process. You'll receive 6 touchpoints with our researchers, all included in your membership.

Guided Implementation #1 - Assess the current state of WFH
  • Call #1 - Review the current state of work units and roles working from home during the pandemic.
  • Call #2 - Determine WFH suitability of each work unit and identify which should be included in the sustained WFH program.

Guided Implementation #2 - Identify and select WFH options
  • Call #1 - Review WFH options and determine which one(s) align with each work unit. Assess whether any consolidation between WFH options is available.

Guided Implementation #3 - Define WFH program parameters
  • Call #1 - Determine the individual eligibility and timing parameters of the WFH program.
  • Call #2 - Identify the support required to implement the WFH program and determine how related programs will need to be modified.

Guided Implementation #4 - Prepare to implement and sustain the WFH program
  • Call #1 - Prepare to launch the program by reviewing change management tactics and key communications.

Contributors

  • Tannis Harper, Vice President, Total Rewards, British Columbia Investment Management Corporation
  • Jill O’Connell, Director, People & Culture, British Columbia Investment Management Corporation
  • Erin O’Flynn, Head of Human Resources, Ontario College of Pharmacists
  • Dessalen Wood, Chief People Officer, Thoughtexchange
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