The Top 5 Practices to Leverage Telecommuting as an Employer

Employers around the world are implementing telecommuting practices into their businesses, both large and small. Employers are implementing the practice of telecommuting for a number of reasons, including: reduced absenteeism, reduced employee burnout, reduced overhead and increased employee productivity. There are several challenges that an employer faces when executing a telecommuting program that require attention to ensure that the program is a success.

1. Maintain Face to Face Contact

Telecommuting relationships create a reduction in the face to face time with employees, even in part time relationships. Some managers have challenges communicating and maintaining relationships with employees who are working at home. Managers can even experience the “Out of sight, out of mind” mentality which puts both the employee and the employers at a disadvantage. Managers can avoid this problem by maintaining regular contact through video conference calls, teleconference calls and occasional face to face meetings in the office.

An employee that is telecommuting can often feel isolated from the company and the social aspects of working in a team. Create regular work meetings or social events where employees and managers can socialize and communicate. The company may also want to create and implement a regular corporate communication program to encourage open dialogue, including newsletters, group conference calls and employee blogs.

2. Provide your Employees with the Necessary Tools

If a telecommuter is not provided with the necessary tools to perform their jobs, they will become frustrated and discouraged, ultimately hurting their job performance. When managers are working with the employee to create a telecommuting program, they should discuss the tools that will be necessary and a timeline that they will be provided. Common tools that are needed include: printers, laptops or desktops, fax machines or internet fax capacity, scanners, cell phones or PDA’s and office supplies.

Managers should regularly check in with their employees to ensure that the work tools are effective, adequate and to find out if there is anything else that is needed for the employee to perform their job functions. It is crucial to provide these tools and to ensure that they are adequate to enable the employee to work effectively.

3. Roll out Telecommuting in Steps

Telecommuting can be a big change for an employee and managers have found benefit when they role the transition out in steps instead of a single step. Managers should begin with part time telecommuting work and then gradually phase into full time for the employee. Telecommuting policies should be implemented with the employee to establish clear expectations and guidelines for the telework. This graduation into full time work will allow the employee to adjust and the systems to be set up, providing the most effective work platform possible for both parties.

One of the most common challenges for employees who are new to telecommuting is that they have trouble with time management. A slow role out process will enable managers to assist and mentor the employee through every step of the process instead of going into the program full force. Set up regular intervals for check-ins to discuss progress and concerns for both parties involved in the telecommuting relationship. Feedback is crucial to evaluate the effectiveness of the relationship. If the program is not effective, managers need to work with the employee to modify work arrangements, so that the benefits remain positive for both parties.

4. Inspect what you Expect

Managers need to hold their employees accountable for work responsibilities, by regularly inspecting what they expect. Established check points for progress and creating deadlines are important parts of both party’s schedules. Managers should review work quality, met deadlines and cost effectiveness throughout the process. These check points should be pre-arranged and adhered to by both parties to ensure a mutually beneficial telecommuting relationship.

5. Leverage Technology

Technology has revolutionized the way that businesses can operate and has created a whole new way to work at home for employees of all kinds. Managers and employees should leverage voice over the internet products (VoiP), emails, conference call systems, instant messaging and cell phones to communicate with each other on a regular basis when in a telecommuting relationship.

Telecommuting is an effective business strategy that benefits both the business and the employee when utilized effectively. Managers should leverage these 5 tips to create a positive telecommuting experience that is both efficient and cost effective to their organization.

Resources:

http://sbinfocanada.about.com/od/management/Business_Management.htm
http://www.workathomesuccess.com/manage.htm
http://www.bankrate.com/brm/news/biz/tcb/20020814a.asp
https://www.magellanassist.com/mem/library/default.asp?TopicId=328&CategoryId=0&ArticleId=80