Nowadays everyone is transfixed on the current state of our economy and evaluating their own wallets. So, more than ever, employees want employer rewards that save them money. So, enter the world of teleworking (aka telecommuting).
Teleworking, while not the dream world (and even possible world) for some employees, is absolutely a spending saver that can be applied to some companies and some employees if employers considered AND implemented a telework program. According to the International Telework Association & Council, “occasional teleworking” is on the rise. Meanwhile, current data estimates that almost 29 million Americans participate in some sort of teleworking arrangement.
While some pundits years ago called it a fading fad, today’s global economy is more reliant than ever on technology that enables a more virtual team and is proving them wrong. As virtual office centers, increased communications enabled by technology and workers looking for more non-traditional and flexible working arrangements become more prevalent and reliable, employers could be considered failing on their due diligence to at least assess the possibilities for their own workforce.
So, consider your company wanted to jump on board with telework implementation. Here are some pointers:
• First, you should have a clear plan to analyze the possibilities and then a second plan, if the results are positive from the first plan, to implement the entire program. Hire a consultant to work with your staff and open up the possibilities for your particular organization. Telework programs should be customized for what works for your environment, so always keep that in mind.
• Make sure you’re able to also assess the savings, the job satisfaction, and the overall reward of the program over a period of time. Have the variables you want to watch and then actually watch them!
• Don’t be afraid to go unconventional. Perhaps modifying working hours for certain teleworkers will increase their productivity and make the entire telework situation go more smoothly.
• Consider telework programs that ease into the transition. So having employees start by working 1 to 2 days per week virtually and then switching to a 3 to 5 days per week routine would work for your company.
• Always know that it doesn’t work for every employee. Also even if you think it would not work for a particular employee, perhaps it could. Evaluate that person fully so you can be certain. Don’t assume.
• And, always make sure you are able to make people accountable for their time and work. This doesn’t mean adopt the most micromanaging approach ever (which could totally backfire on the entire program) but it does mean that you need to make sure your employees are working and not getting bored. Hey, this isn’t old – - applies to when they’re in the office too.
At the end of the day, teleworking is something that more employers will need to adopt because otherwise they will lose out on the talent they so need to accomplish their business objectives. Besides, it’s the talent that is at the heart of any organization, right?
Timika is a consultant at PH Staffers (www.phstaffers.com). She helps companies focused on health and social changes to recruit, adapt telework programs, and retain their employees.