Teleworking—allowing employees to work from home—can be a simple solution to many employee needs, including long commutes, sick children, or eliminating distractions from working on a special project. Improvements in technology make it easier than ever to accomplish certain essential job functions from the comfort of one’s home.

Teleworking can be an excellent addition to an employer’s flexible work policy. Because it’s typically perceived as a benefit, teleworking can help make an organization an employer of choice, assisting with employee recruitment and retention. It also can increase employee efficiency and reduce facilities costs. Whether a teleworking arrangement is permanent, recurring or temporary (such as part of Americans With Disabilities Act accommodation), have buy-in from all stakeholders as well as a formal teleworking policy or plan in place for your organization. Here are some important considerations for creating a teleworking plan:

Establish the arrangement
1. Establish clear expectations. Supervising a worker who is not in the same location as the rest of the team can create unique challenges. Determining the amount of work an employee can reasonably accomplish is critical because it can be difficult to appreciate how busy an employee is when the supervisor cannot see the employee. Establish quality measures to ensure that the product quality meets corporate standards. Additionally, ensure that the supervisor and employee have opportunities for supervisory review, whether spontaneously or at a regularly scheduled time.