‘We decided to continue a remote-first approach, even post-COVID’ – GO’s Chief People Officer

“Our remote working policy was drafted very early on, when the company decided that we would continue a remote-first approach, even post-COVID,” explained Sarah Mifsud, Chief People Officer at GO plc during a recent webinar focusing on working from home and remote working.

Forming part of a three-part lunchtime live web series organised by The Malta Business Bureau, Sarah was one of three business leaders working in HR who lent her insight and experience with remote working during COVID-19 to the discussion.

“In a nutshell, our policy states that an employee can work from wherever they deem fit, either from the office or remotely,” she affirmed, stating that the company decided to keep its offices open throughout the pandemic, in order to accommodate anyone who chose to work from there, rather than at home.

As part of the company’s current remote-first policy, the Chief People Officer said, GO employees can work up to three days from the office per week. The policy, she added, also features guidelines that help employees work well remotely, which was particularly useful at the outset, when the company experienced “a complete shift” from working primarily at the office to going fully remote. “Upskilling was important, ensuring that our people knew how to manage teams remotely,” she added.

Another priority for the company, in the initial phase, was making sure that all employees had the same set-up at home as they had in the office, with the IT team working fast to ensure everyone had everything they needed.

Meanwhile, aid was also extended to those who couldn’t shift to remote work, due to the nature of their job. “We offered our front-liners alternative accommodation, because we wanted to make sure that they felt safe for their family as they did their job,” Ms Mifsud said, affirming that “we took our employees’ wellbeing very seriously, and made sure to take every individual situation into account.”

Employees’ needs evolve – what motivated me last year might not be what motivates me this year, and the business needs to recognise that and adapt,” she add, championing the need for constant support and honest feedback so as to find the right balance between protecting people and business needs.