How you engage your employees now (during the pandemic) and how you will post-COVID has changed. The pandemic has proven that remote workers can be successful. They can be just as productive, and sometimes even more efficient than if they came into the office daily.

Post-Covid Policy for Employee Engagement

“Covid-19 has shown these leading-edge technology companies that their workers can be just as productive — or in some cases, even more so — when they stay at home. It’s not just tech. Executives in traditional industries who spent days and weeks on the road are discovering that a well-managed Zoom meeting can be as effective as a face-to-face — and a lot easier (and less expensive) to organize,” says  Mark W. Johnson and Josh Suskewicz in Does Your Company Have a Long-Term Plan for Remote Work? on Harvard Business Review.


With so much focus on staying afloat and just getting things done over the past year, there is a need to get refocused. This includes having a remote work policy for your business. Do you have one? If not, it’s an important document to craft. Without a clear focus for your remote workers, employee engagement and productivity could suffer.

6 Reasons Why You Need a Remote Work Policy

A remote work policy is important for many reasons:

  1. To determine the company’s stance on remote work
  2. To establish a clear vision for how a remote work system will work
  3. To establish which roles will be remote/how often employees are expected to be in the office
  4. To set clear guidelines
  5. To ensure employees are clear on what is expected of them
  6. To determine the resources your company will need to support your remote workers

Other Key Considerations for Your Remote Work Policy

  • How will you measure the success of the policy? How will you measure the success of your online workers? What metrics and performance measures will be used to determine if remote work is a success?
  • What will you do to maintain employee engagement? You will need to adjust your approach to how you keep your people involved and engaged. There will be less face-to-face interaction. Will you still conduct regular in-person meetings? Will there be an in-office requirement? What tools and resources will you use to keep your team engaged?
  • How will remote roles impact company culture? Shifting people out of the office on a permanent basis will change your company culture. Think about how the roles and people you are allowing to work from home will influence culture. What positives will come from it? What are the potential issues you may need to address?

Read More From Our Recruiting Blog

Should You Rush to Rehire Post-Pandemic?

5 Terrible Remote Employee Management Tactics That Harm Employees (& Your Bottom Line)

Should You Be Compensating Remote Workers Differently?

Should You Hire a “Director of Remote Work”?


IQ PARTNERS is an Executive Search & Recruitment firm supporting clients across the country. We help companies hire better, hire less & retain more. We have specialist teams of recruiters in Executive Search / Board & C-Suite, Technology, Media, Digital & Marketing, Accounting & Finance, Financial Services & Insurance, Cannabis, Startup, Data Science, Consumer, eCommerce & Retail, Operations & HR, Manufacturing, Supply Chain & Engineering, Legal & Professional Services, Pharmaceutical & Life Sciences, Non-Profit & Sustainability, and Sales. Click here to view current job openings and to register with us.


Riel LaPointe Financial Recruiter

Riel LaPointe

Riel is a VP of Client Services with IQ PARTNERS where he recruits across the full scope of multiple lines of business, with a particular focus in Financial Services & Insurance, Technology, Human Resources, and Real Estate Services.

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