How do you find a balance between remote and onsite working for your employees?

It is time to reflect on what did we learn from the past year?  Now that we are moving towards returning to offices, how should working-from-home be gauged?  Who is required to be onsite, while others will be continuing to be remote?  How do you create a balance?

Before the pandemic, being able to work from home was considered a “perk.” Fast forward to today, there are benefits to onsite working, but we have learned that remote work has advantages, also:

  1. Remote working enables you to hire a more diverse workforce. Working from home policies has meant more people with disabilities can apply for jobs they might not have considered due to accessibility limitations.
  2. Recent reports found employees are more productive when working remotely.

We are detailing that you might consider what works for both you and your employees. Not all employees are going to want to return to the office full-time.  You will need to evaluate who could be working from home and who must be in the office.

Striking the right balance and keeping your employees happy will be crucial to your continued success and determine how quickly you can return to your pre-pandemic revenue levels.


How do you create the right balance for your employees?


Access health and safety requirements.

You can assure your employees that their health and safety are your top priority. Your monitoring and compliance with federal and regional health guidelines and regulations will continue as the health crisis evolves.

  • Allow for personal choice whenever possible.
  • Offer hybrid solutions that permit each employee to determine what works for them and what works for your business. 
  • Evaluate who requires onsite equipment to perform their function, and therefore must be onsite, but offer flexibility.
  • Provide a communications platform so everyone can participate in virtual events.
  • Create opportunities for virtual face time that substitutes for “water cooler conversations.”
  • Adjust health and safety protocols to accommodate employees’ choices and comply with all health, safety, and federal/regional guidelines and regulations at the same time.

Empower your team leaders to determine balance within their teams.

Congratulate teams for their outstanding performance during the health crisis and create a virtual culture that produced such excellent results.

  • Launch guidelines for your team leaders to support team members’ communications with scheduling flexibility.
  • Develop a hybrid approach that will allow team members to coordinate with their leaders based on what works best for their team.
  • Encourage your team leaders to build rapport with their team members by expanding one-to-ones to an hour to talk about non-business issues that would give insight into how employees feel.
  • Suggest that team leaders keep their online schedules up to date, so the employees will know when they are “Open” for those “Open door” meetings that promote casual conversations.
  • Make a rule that one-to-ones cannot be canceled, except for extraordinary circumstances.
  • Provide instructions for team leaders to be aware of team members who might be in distress or struggling.

Gather employees face to face monthly.

Nothing replaces getting everyone together face to face. The bonding that occurs makes a difference in how employees view their roles (S/b roles) and your business.

  • Insist on full participation, as much as you can.
  • Create opportunities for you to discuss your vision, future goals, status as often as possible.
  • Give your team leaders the option of having in-person kick-offs or other team-building events as often as they can.


Reward commitments to your company.

Employees have made remote work successful. It would be best if you acknowledged that your current favorable situation would not have unfolded positively without their extra efforts, despite uncertainties.

  • Share company-wide gifts to show your appreciation.
  • Announce online professional development for all employees to augment their current skills as another reward.
  • Encourage innovation from individuals and teams.


Secure your new hybrid work technology environments.

  • Your hybrid organization creates technical security risks. Securing your customers’ and employees’ data is your most critical security considerations.
  • Require weekly reporting to know that data protection is maintained and monitored.



Make sure your people feel supported, no matter their choice.  Knowing that you have the utmost confidence and trust in them will encourage all.  By focusing on business goals and objectives, you will continue to recover.

Plan! Adapt! Manage! Succeed! 

AccuComp Enterprises is a team of experienced advisors providing insights and knowledge to business owners and executives for growth and strategic planning.

Contact us at  We are all in this together!