Michael Saltzstein: Remote Work Best Practices During a Pandemic
In this blog post, Michael Saltzstein shares how the pandemic turned remote working a luxury for some people, and freelancers into a standard part of many “desk jobs.”
As the pandemic slows down in 2022, some employers are pulling people back to the office. However, millions of workers are still working remotely, as they enjoy the work/life balance and do not miss a grueling morning commute.
Michael Saltzstein understands the challenges and benefits of remote work from both the employer and employee sides. He shares his expert tips for remote work best practices during the pandemic that can ensure employees stay happy and connected:
Use the latest technology tools
A remote workforce only functions properly when the workers can communicate easily and share information instantly. Companies need to offer streamlined collaboration tools like Slack, secure high-resolution video conferencing, and file-sharing programs to get remote workers to operate as a team.
Stay healthy and comfortable
Remote working from a sofa or kitchen table sounds nice, but it becomes uncomfortable after a few hours. Workers should set up workstations with ergonomic chairs, full-sized keyboards, monitors, and adequate desks. Employers should consider providing these items to boost performance, reduce work-related absences, and show they care about their employees’ health.
Protect your network
Michael Saltzstein says one of the most significant issues with remote work is cybersecurity risks. For example, at-home workers might use unapproved apps to communicate or share documents, exposing the company’s data and networks.
They might use public unsecured Wi-Fi to log in to their work drives or email accounts. Employers must set strict remote work cybersecurity rules that enable workers flexibility but still offer security and stability. 
Set boundaries and expectations
Remote workers should have clear direction from their employers about their job hours and expectations. Some jobs might have very flexible hours, and the employer only cares about results, not the hours the worker is logged in.
Others might have time clocks for the employees, monitoring systems, and expectations for the employees to follow a set schedule. It’s best practice to put these hours and expectations in writing, so employees can make informed decisions before accepting a role.
It also gives them protection from employers who might expect 24-hour-a-day accessibility from employees just because they’re working remotely.
Michael Saltzstein says the pandemic brought about some welcome changes in the ways employers and employees think about what it means to “work.” He suggests both sides work together to find the ideal arrangements for remote working that encourage growth and profits while also helping employees live fulfilling lives.
