• Guidebook for Managers Overview

    The remote work guidebook for managers has been designed to support managers in planning for and executing a successful hybrid, flexible work environment. This resource includes:

    1. Preparing for remote work
    2. Performance management
    3. Connection and Communication
    4. Productivity
    5. Work-life Balance
    6. Seeking Assistance

    Preparing for remote work

    • Establish and communicate divisional/team expectations during the APS Flex period.
    • Collect remote work agreements via SharePoint from employees who opt to work remotely. Please note that completion of the Remote Work Learning Plan in ELIS is required before gaining access to the remote work agreement.
    • Discuss materials and equipment needs with your work team and follow Information Technology protocol for acquiring AND distributing equipment. Take inventory of all hardware leaving the premises.
    • If you are implementing a rotating schedule, use a smooth remote work schedule to ensure staff members are evenly spread across the workweek and not bunched on Mondays and Fridays and fairness for all employees.
    • Discuss what tools you will use to work together and stay connected as a team. (Teams, Zoom, Google Collaboration, Slack, etc.)
    • Leverage free project management tools such as BaseCamp and Microsoft Project to manage team tasks.

    Performance Management

    • Establish expectations at the outset (e.g., work schedules, time tracking methods for non-exempt employees, and the protocol for requesting schedule changes or time off).
    • Set clear performance, attendance, and conduct expectations (e.g., deadlines, assignment prioritization, and the importance of maintaining professionalism even while working remotely).
    • Practice ongoing performance development. Employ a “coaching” management style with regular goal setting, frequent conversations, and real-time feedback to foster employee growth and engagement.
    • Don’t forget to express gratitude and praise employees when they perform well.

    Connection and Communication

    • Prioritize consistent communication with your staff to strengthen:
      • Business continuity
      • Employee performance
      • Staff engagement
      • Cohesive team culture
    • Schedule regular team meetings and 1-1 check-ins:
      • Determine the most effective frequency for meetings
    • Remain accessible via email, instant chat, and phone.


    • Clear expectations of deliverables are important to employee and team success. A firm understanding of what is expected will enable employees to focus their efforts. Be specific with tasks and timelines.
    • Encourage staff to continue to further develop their skills through online training. 
    • To minimize proximity bias  as a manager, focus on the following instead of thinking about how staff manage their time:
      • Set goals and priorities 
      • Check-in often
      • Set and honor boundaries 

    Work-Life Balance

    • Place a higher priority on work output rather than on strict adherence to work schedules (as appropriate).
    • Honor employee work schedules. Try to avoid sending emails outside of scheduled work hours. Save emails in your drafts folder and send them the next business day, or use the delay delivery function in Outlook.

    Seeking Assistance

    • If any employee is having performance, attendance, or conduct issues, contact the Employee Relations Department at (404 )802-2345 for technical assistance.
    • If employees are in need of EAP assistance, please refer them to Deer Oaks, our confidential EAP provider.