Posts Tagged ‘telecommuting’

Telecommuting Should Be Carefully Planned

Tuesday, February 7th, 2017

Telecommuting, often referred to as “working from home,” is not for everyone or for every company.  There are pros and cons for both the company and for the employee that must be considered in order to be successful.

Employees interested in telecommuting imagine a definite benefit to having the ability to literally “come to work” each day in their pajamas.  However, many telecommuters fail to notice they can often work an average of 10-12 hours each day should they also work during their normal commute time.  Management sees an opportunity for increased productivity when telecommuting is offered to the workforce, yet may sacrifice some creative thinking as a result of less collaboration among team members.

Before instituting a policy on telecommuting, careful thought is required.  Although research has shown telecommuting provides for lower job-related stress, improved performance and greater job satisfaction, these positives do not happen for everyone.

Some workers who telecommute actually miss the face-to-face interaction with their co-workers and their management. Other trade-offs which can occur with telecommuting include increased productivity vs longer work days, greater independence vs less collaboration, and more flexibility with family and work vs blurred boundaries of the two.

As a company, some other factors to consider include:

  • Are employees allowed to decide if they telecommute?
  • How much are employees allowed to control their schedules?
  • Is an employee’s work interdependent on the work of others?
  • What are the current relationships with co-workers and supervisors?

Still, after some careful consideration and planning, a successful telecommuting implementation can be a powerful recruiting and retention tool.  Telecommuting opportunities can also open the door for a diverse and truly global workforce by taking advantage of available collaboration technology.

If your company decides to incorporate telecommuting, as an HR manager you’ll want to stay in the know. Ask managers who have telecommuters these types of questions –  How do your telecommuters separate their home life from work life? Do they have established “office” hours? Do they have a work environment conducive for a dedicated workspace? How do you keep the lines of communication open? Understanding the answers to these types of questions will help HR with the broader view of how telecommuting impacts your particular organization. Learn more about how CAI helps 1,100+ North Carolina member companies with HR, Compliance & People Development Solutions.  

 
CAI’s Advice & Resolution Advisor Renee Watkins is a seasoned HR professional with a diverse background in Human Resource. Renee provides CAI members with practical advice in a wide range of human resource functions including conflict resolution, compliance and regulatory issues, and employee relations.

Telecommuting – How Will It Impact Your Company From an HR Standpoint?

Thursday, January 27th, 2011

Early morning wake-up calls, clocking in, clocking out and office cubicles have been the norm for working Americans, but as technology continues to grow, so do the number of Americans who no longer make the morning commute. Recently even President Obama expressed his support for telecommuting programs.  Although the idea of working from home may sound like an employee’s dream, it’s vital to fully assess the pros and cons before incorporating such a program into your company policy.

Since a comfortable, flexible working environment is recognized by potential employees as one of the most important aspects of job choice, telecommuting applied appropriately can be used advantageously by Human Resources professionals. By providing the option to telecommute, companies offer employees a career that fits their lifestyles and can stand out among the competition.

How can your company achieve the best of both worlds and allow employees a flexible schedule with the option to work from home, while still producing the same results as if they were operating in-house? Consider the following, and make sure the benefits are equal for both your employees and your company.

Employee availability – Consider parents who start with an early morning and shut down their computers when their children return home from school. Guidelines allowing such flexibility need to be clear – the hours of availability should be concrete and unchanging  for reasons of dependability and accountability.

Virtual communication –Company meetings can still run cohesively without constant face-to-face communication through the comparable use of video conferencing, Skype and other advanced technology.

Distractions – While the office is used for the sole purpose of accomplishing company work,  those working in an environment used for sleeping, eating and relaxation must have a higher level of discipline. Character evaluation is imperative before considering telecommuting. Employees who are trustworthy, time-oriented, focused and who work without constant monitoring prove to be strong candidates.

Maintaining office relationships – Creative, original and innovative ideas are often developed through  collaboration, so the last thing any company wants is for its employees to operate as noncommunicative islands. With staff not interacting on a day-to-day basis, it’s critical to coordinate events, gatherings or lunches, to maintain a team mentality.

Maintaining company security – When employees have the opportunity to access company content from home, you must  provide additional IT protection to staff computers and servers to assure private information is monitored and inaccessible to outsiders.

With the proper protection, procedures and policies in place, many companies see a significant drop in overhead expenses and increased employee satisfaction from incorporating telecommuting. As with any change, it’s important to recognize that telecommuting can only be as successful as the individuals who execute the process. If your company chooses to establish a telecommuting program, plan efficiently, monitor productivity and avoid miscommunication issues.

For additional information, please call a member of CAI’s Advice and Counsel team at (919) 878-9222 or (336) 668-7746.

Photo source: richardmasoner