The feasibility of implementing a Work from Home (WFH) / remote work location program for employees is dependent upon a few factors. These include:Nature of the Work – work should either be trackable (e.g., time logged on computer as a Contact Center agent) or should be outcome-based with clear deliverables. This avoids any question of if the employee is workingGround Rules – employers and employees should set clear ground rules before implementing WFH. These could include designated work hours when working from home, number of times per week/month employees are expected to physically be in the office, and amount of regular interaction with their broader team so that the employee is kept as involved as those employees physically in the office.Infrastructure – reliable and fast telecommunication capability is critical to making WFH a success. These include internet access, voice, collaboration tools, videoconferencing, etc. Companies are experimenting with a few different Work from Home models for their employees. These include:Entire organization / functional groups moving to working from homePart time work from home with remainder of week / month spent in-office.Select employees working from home Work from Home has many clear benefits, both to employees and employers:Employees – flexibility in work/life integration. WFH significantly cuts down on commute time, allowing for more personal time during the day (e.g., family events).Employers – lower operating costs (less demand for office space) and some studies have shown that remote employees can be more productive than those in the office.