Telecommuting and work-at-home are viable ways for workers to accomplish more work while spending less
time getting to work. As "rush hours" become all-day conditions, changing population patterns and deteriorating infrastructures threaten public transportation growth, and terrorist threats create fear of crowded situations and appreciation for home and family, increasing numbers of people want to work from the comfort and perceived security of their own homes.
But what of employers? There is continued reluctance-from private industry, government, association, non-profit, and other employers-to allow workers to work from home. There is a fear that
- not enough work will get done,
- too many interruptions will diminish workers' productivity,
- workers will "goof off" and claim they are working,
- the lack of community will keep workers isolated,
- management cannot accurately evaluate workers' performance when they cannot watch over them "all the time".
Yet, successful track records abound for managing and leading from a distance. There are successful models that provide employees opportunities to work from home, or an outbased work center, at least one or two days a week. Many other people-both managers and workers-have questions about how to implement a successful work-at-home or work from a remote location strategy.
Examples of questions from managers / supervisors include:
- How do I maintain open lines of communication and feedback with my remote workers?
- What processes can I implement to ensure fair performance evaluation and career development for my remote workers?
- How do I provide the professional development and support my employees need to maintain their "edge" and
grow in their careers when they primarily work from a remote location? - Where can I find resources to help me implement a work-from-home strategy?
Examples of questions from workers / employees include:
- How do I establish and maintain a leadership position in my organization or with my team?
- What work processes do I follow in order to maximize my productivity away from the primary work location?
- How do I ensure my managers/supervisors stay up-to-date on my accomplishments and achievements?
- How do I maintain a community in which I can keep up-to-date in my area(s) of expertise, network for professional growth, and get the help and support I would otherwise get from the office or cubicle down the hall or in the break room?
Success stories, suggestions, and guidance from organizations with successful remote work models are found from the following resources. These resources are starting points for continued research on, and setting policies toward, a comprehensive work-at-home strategy for your organization.
- Work at Home / Telework as Reasonable Accommodation (article) - http://www.eeoc.gov/facts/telework.html
- http://www.homeworking.com/ - Website and resources for those who work at home and those considering doing so. Includes case studies to use as stories and examples.
- Avoid Work-at-Home Job Scams (article) - http://featuredreports.monster.com/privacy/safeworkathome/
- Bureau of Labor Statistics (stats, legalities, and resources) -http://www.bls.gov/news.release/homey.nr0.htm
- Book - Managing Telework: Strategies for Managing the Virtual Workforce. Jack Nilles. ISBN# 0471293164.
- Book - The Work-at-Home Sourcebook. Lynie Arden. ISBN# 0911781196.
- Search HR.com for articles, interviews, and book recommendations using "telework" and "work at home" as your search arguments.
(I received a list of items as search results from these two entries.)
Sylvia
