Work From Home

Intro to Work From Home?

Work from home (WFH), also called remote work or telecommuting, is an employment arrangement where employees perform their job duties from their residence rather than a central office location. While this concept has existed for decades, technological advancements and the global COVID-19 pandemic dramatically accelerated its adoption, transforming it from an occasional perk to a mainstream work model that has fundamentally reshaped workplace expectations and organizational practices.

Definition of Work From Home

Work from home (WFH) is a flexible work arrangement that allows employees to perform their regular job responsibilities from their place of residence rather than commuting to a traditional office, using technology to maintain connectivity with colleagues, systems, and work processes.

This arrangement can take several forms:

• Full-time remote: Employees work exclusively from home with no expectation of office attendance
• Hybrid model: Employees split time between home and office based on predetermined schedules or flexible arrangements
• Occasional remote work: Employees primarily work in-office but have the option to work from home under specific circumstances (weather events, personal appointments, focused work needs)
• Temporary remote: Short-term work from home arrangements during special circumstances (such as the COVID-19 pandemic, office renovations, or personal situations)

Work from home arrangements typically require appropriate technology infrastructure (computer equipment, reliable internet, communication tools), clear productivity expectations, regular communication protocols, and methods for measuring output and performance.

While “work from home” specifically references a residential workplace, the concept is closely related to broader terms like “remote work” (working from any non-office location) and “distributed work” (teams spread across multiple locations rather than centralized).

Importance of Work From Home in HR

Work from home arrangements have become a critical component of modern HR strategy for numerous reasons:

Talent Acquisition: Offering WFH options significantly expands talent pools beyond geographic limitations. Organizations can recruit nationwide or even globally rather than restricting searches to commuting distance. According to various surveys, 70-80% of job seekers now consider remote work options important in their job search.

Employee Retention: Flexible work arrangements consistently rank among the top benefits employees value. Research indicates that companies offering WFH options experience 25% lower turnover on average compared to those with strict in-office requirements.

Diversity and Inclusion: Remote work removes barriers for employees with mobility limitations, caregiving responsibilities, or those living in underserved communities. This expands opportunities for historically marginalized groups and creates more diverse organizations.

Real Estate Optimization: Reduced office occupancy allows organizations to decrease their real estate footprint, potentially saving 15-30% on facilities costs through office space reductions or redesigns focused on collaboration rather than individual workstations.

Business Continuity: Distributed workforces provide operational resilience during disruptions like natural disasters, transportation issues, or public health emergencies. The COVID-19 pandemic demonstrated this value dramatically.

Environmental Impact: Reduced commuting decreases carbon emissions, supporting corporate sustainability goals and appealing to environmentally conscious employees and customers.

Work-Life Integration: WFH arrangements can support better work-life balance, potentially reducing stress, burnout, and absenteeism while improving overall employee wellbeing.

Examples of Work From Home

Example 1: Technology Company Fully Remote Model

Software development firm CodeAnywhere transitioned to a fully remote model in 2018, well before the pandemic made it common. They eliminated their physical headquarters and implemented a comprehensive remote work infrastructure including: standardized equipment allowances ($2,500 per employee); secure cloud-based development environments; asynchronous collaboration tools to accommodate global time zones; virtual “watercooler” channels to maintain social connections; quarterly in-person team gatherings for relationship building; and clear documentation practices ensuring knowledge sharing. Their HR department developed specialized remote onboarding processes and virtual training modules. This approach expanded their talent pool globally, reduced overhead by 34%, and improved retention rates to 91% annually compared to their industry average of 76%. The company maintains a completely flat salary structure regardless of employee location, paying based on role and experience rather than local market rates.

Example 2: Financial Services Hybrid Approach

InvestRight Financial implemented a structured hybrid work model where employees work from home three days per week and come to the office on Tuesdays and Thursdays for team collaboration. The company redesigned their office space, reducing individual workstations by 60% while increasing meeting rooms and collaboration spaces. HR developed clear guidelines about which activities should happen in-person versus remotely, with client meetings, training sessions, and strategic planning designated for office days while focused analysis and documentation work happens at home. The company provided ergonomic assessments and equipment stipends for home offices while implementing a reservation system for office desks. Performance management shifted from time-based to outcome-based metrics, with managers receiving specialized training on leading hybrid teams. This balanced approach maintained the collaborative culture needed for their business while providing flexibility valued by employees, resulting in a 22% increase in employee satisfaction scores.

Example 3: Healthcare Administrative Functions

Regional healthcare provider MediCare Solutions implemented a tailored WFH strategy for non-patient-facing roles while maintaining in-person requirements for clinical positions. Their billing, coding, and claims processing departments transitioned to permanent remote work with strict HIPAA-compliant security protocols, including VPN requirements, secure document handling procedures, and regular compliance training. The IT department created a comprehensive equipment checkout system and remote technical support process. HR developed specialized work from home policies addressing productivity expectations, availability requirements, and communication standards. Performance actually improved after the transition, with claims processing speed increasing 12% and error rates declining 7%. The organization maintained team cohesion through weekly video conferences and quarterly in-person department meetings. The success of this model allowed the organization to repurpose administrative space for additional clinical services, enhancing revenue opportunities while reducing overhead.

How HRMS platforms like Asanify support Work From Home

Modern HRMS platforms provide crucial functionality for managing remote and hybrid workforces effectively:

Digital Onboarding: Comprehensive remote onboarding workflows guide new hires through paperwork, policy acknowledgments, equipment setup, and introductory training without requiring physical presence.

Equipment and Asset Management: Tracking systems monitor company-provided equipment distributed to remote workers, managing procurement, shipping, maintenance, and eventual return of technology assets.

Virtual Attendance and Time Tracking: Sophisticated time management tools capture work hours and activities for remote employees, supporting compliance with wage and hour regulations regardless of location.

Performance Management: Goal-setting frameworks and achievement tracking help managers assess remote employee performance based on outcomes rather than visibility, supporting fair evaluation practices.

Remote Learning Management: Digital training platforms deliver skill development and required certifications to distributed teams, ensuring continued professional growth regardless of location.

Virtual Team Engagement: Recognition tools, pulse surveys, and digital communication channels help maintain connection and culture among dispersed team members.

Document Management: Secure digital document systems ensure remote employees can access, sign, and submit important HR paperwork without printing or mailing physical copies.

Compliance Management: Systems track varying employment regulations across jurisdictions where remote employees reside, alerting HR to differing requirements for taxes, leave policies, and other location-specific obligations.

Remote Work Policy Administration: Policy acknowledgment tracking, eligibility management, and exception workflows help organizations maintain consistent application of remote work guidelines.

Analytics and Insights: Advanced reporting tools analyze productivity, engagement, and turnover patterns among remote workers compared to in-office staff, helping organizations optimize their approach.

By leveraging these HRMS capabilities, organizations can create effective and compliant remote work programs that benefit both employees and the business.

FAQs about Work From Home

How should organizations measure productivity for remote employees?

Effective remote productivity measurement requires shifting from input-based metrics (like hours worked or physical presence) to outcome-based evaluation. Organizations should: establish clear, measurable goals and deliverables with defined timelines; implement regular check-ins to discuss progress and obstacles; utilize project management tools that track task completion and milestones; develop relevant KPIs specific to each role rather than applying universal metrics; balance quantitative measures with qualitative assessment of work quality; provide visibility into team and organizational objectives to maintain alignment; and avoid invasive monitoring software that damages trust. The most successful organizations create a culture of mutual accountability where employees understand expectations and managers evaluate results rather than activities. This approach often reveals that productivity can actually increase in remote settings when properly structured and supported.

What are the most common challenges of work from home arrangements and how can they be addressed?

Common work from home challenges include: communication barriers (addressed through clear communication protocols and appropriate technology); social isolation (mitigated through virtual team events and periodic in-person gatherings); work-life boundary blurring (managed through designated workspaces, scheduled breaks, and established “sign-off” times); collaboration difficulties (improved through collaborative tools and clear documentation practices); technology issues (minimized through equipment stipends and responsive IT support); reduced visibility for career advancement (countered through deliberate mentoring and achievement documentation); and management trust concerns (overcome through outcome-based evaluation and regular check-ins). Organizations should acknowledge these challenges openly and provide both structural support and skills training to help employees and managers navigate remote work effectively rather than expecting instant adaptation.

What legal and compliance issues should HR consider for work from home employees?

Remote work introduces several legal considerations: wage and hour compliance (properly tracking work time for non-exempt employees); workplace safety (providing guidance for ergonomic home setups); workers’ compensation (determining coverage for home-based injuries); tax implications (withholding based on employee location rather than office location); business expense reimbursement (developing fair policies for internet, phone, and equipment costs); data security and privacy (establishing protocols for handling sensitive information); ADA accommodations (determining reasonable accommodations in home settings); and cross-jurisdictional employment laws (navigating different regulations when employees work in different states or countries). Organizations should develop comprehensive remote work policies addressing these issues and stay current on evolving regulations in all locations where they have remote workers.

How can organizations maintain company culture with remote or hybrid teams?

Maintaining culture in distributed environments requires deliberate strategies: clearly articulating and consistently reinforcing core values in virtual settings; creating structured opportunities for social connection through virtual coffee chats, team activities, and periodic in-person gatherings; establishing communication norms that reflect company values (response times, channels, meeting practices); developing virtual onboarding experiences that emphasize culture alongside tasks; recognizing contributions visibly through digital channels; ensuring leadership models desired behaviors and maintains accessibility despite physical distance; facilitating cross-team interactions that might naturally occur in office settings; and soliciting regular feedback about cultural health through surveys and discussions. Organizations with strong remote cultures typically dedicate specific resources and time to culture-building rather than expecting it to develop organically as it might in co-located environments.

What technology infrastructure is essential for successful work from home programs?

Effective remote work requires several technology components: reliable high-speed internet access for all employees (potentially subsidized by the organization); secure equipment (laptops, monitors, phones) that meets job requirements and security standards; virtual private networks (VPNs) or secure access solutions that protect company data; collaborative productivity tools for document sharing and co-creation; synchronous communication platforms for video conferencing and virtual meetings; asynchronous communication channels for non-urgent matters and different time zones; project management systems that create visibility into work progress; single sign-on and identity management solutions for secure access; cloud storage for centralized information access; and reliable technical support available during all working hours. Organizations should develop minimum technology standards, provide appropriate stipends or equipment, and ensure all team members have equal access to necessary tools regardless of location to prevent creating a two-tier workforce.