Organizations should be flexible when putting together work-from-home policies.

By now, most or all of your employees are probably working remotely. With that in mind, it’s time to take a look at your work-from-home policies—are you offering enough flexibility to workers?

“Does your work from home policy account for things like ensuring that those with introverted tendencies get enough non-meeting time? Are you allowing flexibility in the times when people are most productive?” asks Dom Nicastro on CMSWire. “Just because the boss signs in at 8 a.m. doesn’t mean that is possible for employees with four kids at home who need to get online for virtual classrooms.”

In times like these, don’t create rigid policies or expectations. Instead, focus on doing as much as you can to support employees. For example, organizations should avoid blanket policies about face time, meeting check-ins, and strict work hours during the day. That way, you won’t favor any particular personality type.

“The reality of the virtual workplace is that employees will have different preferences of times to get work done. Some may like 11 a.m. through 7 p.m., and others may prefer to fire things up at 5 a.m.,” Nicastro says.

Of course, policies shouldn’t allow employees to do whatever they want, Nicastro says. Some standards of communication should be set to make sure employees remain productive. Your policy should indicate the channels and expected frequency of communication.

Michael Hickey is a contributor to Associations Now. MORE »  EMAIL