A survey from Pew Research Center found that the vast majority of remote staffers think working from home is somewhat or very easy. In that study, four out of five respondents said they have no problem fulfilling their job requirements from home, and nearly as many said they feel comfortable with their workspaces. In short, they don’t mind working away from the office—at least part of the time.

Many employers see the advantages of telecommuting, like saving on office space and seeing an increase in worker satisfaction. Despite this awareness, many struggle to put a telecommuting policy into action. According to CNBC, companies with teleworkers are scrambling to build their cultures in this new way of working while figuring out how to keep people engaged when they’re not physically around each other.

One thing is clear: Telework isn’t going anywhere. It has increased by 173 percent since 2005, and it has exploded because of the pandemic. As a result, employers must craft new (or update previous) telecommuting policies.

Designing a Telecommuting Plan

Telecommuting can’t successfully exist without a clearly defined policy in place. This is true whether you’re allowing employees to work from home, work remotely, or embrace a hybrid work model that merges the two.

What’s the difference? Working from home means working from a residence, whereas remote work happens wherever a worker might be—in a car, a coffee shop, or the reception room of a doctor’s office.

Unless you specifically expect employees to only work out of their homes, you’ll want your telecommuting policy to cover all the bases. It should take into account every possible working scenario.

For example, you may have some remote or work-from-home employees who occasionally come into the office. When they do, they’ll need a place to work and maybe even permission to be on-site for the day. Therefore, it’s key to take a holistic approach to your telecommuting policy.

Here are a few other guidelines to follow when crafting your telecommuting plan:

1. Be specific about things you’d take for granted with office workers.

There’s a big difference between managing someone who clocks in at the office five days a week and someone who logs on from somewhere else. You can see the former; you have to trust that the latter is doing what they say they are.

However, you can still effectively oversee your reports by mapping out expectations. Are telecommuters free to make their own schedules? Or do you expect them to be available during specific business hours? Figure out how to monitor this process in a way that doesn’t seem heavy-handed without leaving you short-staffed.

You should also explain the protocol for telecommuting employees to “leave” their desks for extended periods. Should they block off their “unavailable” times on their calendars? Check in with supervisors? Talk with current teleworkers to see what would feel normal for them while eliminating any confusion for the team. Providing detailed and comprehensive expectations will ensure everyone knows how to operate under the hybrid work model.

2. Ensure employees have the proper equipment.

Never assume that your telecommuters have the necessary equipment at home. Talk to them about what technology they have and what they still need. Some organizations allow employees to buy devices or furnishings; other companies purchase the same setup for everyone who will be working from home or remotely.

You can’t expect employees to use their personal laptops or printers for work assignments, either. This would put your company’s data at risk. Talk with your IT manager about the safest ways to enable telecommuting while still protecting your company information. Relay any liability information to telecommuters to make sure they understand their responsibilities in being smart stewards of company information.

3. Construct a communication plan.

Employees working outside the office can find themselves out of the loop, which can lead to bad feelings, miscommunication, and customer problems. Your role is to foster transparency across your organization—regardless of where your workers might be.

One method of communicating with everyone is through a centralized platform, such as Slack. Just note that it shouldn’t be your only way to keep people apprised of what’s happening.

Add communication workflows and suggestions into your telecommuting policy. This step will give team leaders examples to follow so they don’t inadvertently alienate remote employees.

4. Set up a system to gather continuous feedback.

Your telecommuting policy should include ways for employees to talk about their experiences. Don’t wait to send out a survey once a year. Offer workers a feedback system so they can voice any telecommuting concerns—or brilliant solutions.

As you receive incoming suggestions and notifications, take them seriously. Listen to what’s happening on the ground and remain flexible. Your company’s willingness to make changes will show employees that you value their opinions and understand that this is a process rather than a destination.

Stay alert for any signs that your telecommuters might be struggling with their physical or mental health. It’s tough to notice that someone is having trouble dealing with change when they aren’t in the office.

How people work has changed tremendously over the past two years. If your internal policies haven’t caught up, it’s time that they evolve. Open a document and start planning. It’s never too late to create a streamlined and successful telecommuting policy.