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Sustain Work-From-Home in the New Normal

Ensure work-from-home is planned, integrated, and supported during the pandemic and beyond.

  • Not all roles are able to WFH; the ability to WFH varies throughout the organization.
  • Organizations lack a clearly defined, unbiased approach to determine who can continue to work from home on an ongoing basis and who needs to return to the workplace. In addition, some employees want to return to the workplace regardless of whether their role can WFH.

Our Advice

Critical Insight

  • The emergency WFH program won't sustain itself – it's a significant change that requires choosing the right long-term options for your organization and ongoing efforts through supporting programs and change management.

Impact and Result

  • Sustain WFH opportunities for employees by creating a planned, integrated, and supported program that maximizes the benefits of flexibility while supporting both organizational and employee needs. Using an in-depth analysis of work duties, processes, and operational outcomes and the development of clearly defined program parameters, transition the current short-term emergency WFH arrangement into a successful and unbiased long-term WFH program.

Sustain Work-From-Home in the New Normal Research & Tools

1. Assess the current state of WFH

Assess the current state of WFH and determine the suitability of each work unit to WFH long term.

2. Identify and select WFH options

Choose the WFH option for each work unit that best aligns with the organizational context.

3. Define WFH program parameters

Define employee eligibility and time parameters for WFH program, create a WFH policy, and determine resources and support required to enable the program.

4. Prepare to implement and sustain the WFH program

Create a program rollout schedule, use change management to support the transition, and communicate the WFH program internally and externally.

Workshop: Sustain Work-From-Home in the New Normal

Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

Module 1: Assess Data and Establish Program Purpose

The Purpose

Analyze current state and establish program purpose.

Key Benefits Achieved

  • Assessment of the current state of WFH in the organization
  • Identified goals and metrics of the WFH program




Analyze current state of WFH (organization information and employee feedback).

  • Employee feedback summary

Identify program goals and metrics.

  • Sustain WFH Workbook

Define work units.

Module 2: Select WFH Options and Program Parameters

The Purpose

Select WFH options and identify program parameters.

Key Benefits Achieved

  • WFH options selected for suitable work units/roles
  • Finalized WFH program parameters to validate role eligibility




Assess work unit and role suitability to WFH (two to three roles per work unit).

  • Sustain WFH Workbook

Select WFH options for work units.

  • Key decisions from the day incorporated into executive summary presentation

Identify program parameters and finalize approach to validate role eligibility to WFH.

Module 3: Analyze Impacts to Policies

The Purpose

  • Review the impact of WFH on the various supporting policies and programs.
  • Evaluate technology needs.

Key Benefits Achieved

  • Ideas to sustain culture, communication and engagement through the WFH program
  • Required technology type and key supporting programs for WFH identified




Review impact on culture, communication, and engagement.

  • Sustain WFH Workbook

Brainstorm ideas to sustain culture, communication, and engagement.

  • Key decisions from the day incorporated into executive summary presentation

Identify required technology and key supporting programs.

Module 4: Evaluate HR Programs and Establish WFH Program Oversight

The Purpose

Review HR programs and determine WFH program oversight.

Key Benefits Achieved

  • The coordination requirements and program roles and responsibilities identified
  • WFH program evaluation approach identified




Review updates to talent management programs.

  • Sustain WFH Workbook

Determine coordination requirements, program roles, and responsibilities.


Determine WFH program evaluation approach.

Module 5: Plan for Implementation

The Purpose

Create a plan for WFH program implementation.

Key Benefits Achieved

  • A high-level WFH program project roadmap
  • A completed executive summary presentation for the WFH program




Determine high-level milestones and key next steps.

  • Sustain WFH Workbook
  • Project roadmap

Consolidate information for executive summary presentation.

  • Executive summary presentation
Sustain Work-From-Home in the New Normal preview picture

About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

Need Extra Help?
Speak With An Analyst

Get the help you need in this 4-phase advisory process. You'll receive 6 touchpoints with our researchers, all included in your membership.

Guided Implementation 1: Assess the current state of WFH
  • Call 1: Review the current state of work units and roles working from home during the pandemic.
  • Call 2: Determine WFH suitability of each work unit and identify which should be included in the sustained WFH program.

Guided Implementation 2: Identify and select WFH options
  • Call 1: Review WFH options and determine which one(s) align with each work unit. Assess whether any consolidation between WFH options is available.

Guided Implementation 3: Define WFH program parameters
  • Call 1: Determine the individual eligibility and timing parameters of the WFH program.
  • Call 2: Identify the support required to implement the WFH program and determine how related programs will need to be modified.

Guided Implementation 4: Prepare to implement and sustain the WFH program
  • Call 1: Prepare to launch the program by reviewing change management tactics and key communications.


  • Andrea Bartlett, HR Director, Humi
  • David Coward, VP HR, Georgian College
  • Tannis Harper, Vice President, Total Rewards, British Columbia Investment Management Corporation
  • Jill O’Connell, Director, People & Culture, British Columbia Investment Management Corporation
  • Erin O’Flynn, Head of Human Resources, Ontario College of Pharmacists
  • Dessalen Wood, Chief People Officer, Thoughtexchange
  • Anonymous, Director of Sales Enablement

Search Code: 93181
Last Revised: July 8, 2020