Many employees today seek greater workplace flexibility, while employers are challenged to maintain or reduce costs in today’s economy. Once such option to consider is telecommuting. Telecommuting may be a viable option for either full or part-time employees. We are no doubt facing challenging times which encourage us to work smarter and more efficiently.
For what types of jobs are telecommuting arrangements ideal? Jobs that can be done independently; don’t require a lot of face to face interaction; jobs that need concentration; and finally, jobs for which you can measure the results. The days of measuring productivity based on time worked are over. The focus instead ought to be on measurable results or output.
Why offer telecommuting to employees?
- It can be a low cost benefit, yet yield high employee morale.
- There is no commute time or cost.
- Employees may feel an improvement in their overall work/life balance.
- Employees often feel an increased sense of autonomy and greater job satisfaction.
- More efficient use of time versus frequent in office interruptions is a plus.
What benefits are there for employers?
- You now open your applicant pool more readily to those prospective candidates that offer a valuable skill set, yet perhaps aren’t willing to work full-time or in an office environment full-time due to other personal commitments.
- Increased flexibility for employers in that employees may be able to work non-traditional hours.
- Improved employee retention and less absenteeism are often reaped if the arrangement is favorable to the employee.
- This flexibility can offer lower costs to employers, as less office space is needed.
- Employees working from home tend to be twice a productive as when they are in the office since there are fewer interruptions.
While there are many benefits to both employer and employee in a telecommuting arrangement, an employer must also take into account potential pitfalls in the eyes of the telecommuting employee:
- For example, telecommuting employees may feel “out of sight is out of mind.”
- A perception of career hindrance or lack of upward mobility
- Employees may feel isolated from reduced interactions with co-workers.
- There may be household distractions.
- Telecommuters with a home office may find themselves with less personal living space.
- Work/at home time boundaries may become blurred.
In the eyes of the employer, challenges might include:
- Resistance from management to such an arrangement
- It may require a culture change (measuring results, not just hours worked).
- Information technology needs and security of data might be a concern.
- Conducting all employee meetings or training sessions for remote/telecommuting workers
Above all, it’s equally as important to recognize when it’s not working. Signs of stress may include an employee who is no longer productive working independently or when your customer or client service is impacted.
Lastly, let me leave you with some final tips. An employer must remember to listen to telecommuters, be flexible, be willing to make changes, as well as to provide growth and development opportunities. Setting clear policies and expectations up front, as well as setting weekly check-in meetings can facilitate a successful arrangement.
Bottom line: The way we work should be seemless to the customer or client. Rather, the focus should simply and always be on delivering the best, timely and quality product that meets or surpasses client/customer expectations.
So, your thoughts: to telecommute or not?
-Julie, julie@titanhr.com
