Common Questions About Telecommuting
Q: What is telecommuting?
A: Telecommuting — also known as teleworking — replaces travel to, from and for work with telecommunications technologies. It refers to working at home or another location on a full- or part-time basis. Many employees telework only once or twice per week. Other employees telecommute full time and only go to the office on an occasional basis.
Q: How do I know if the teleworkers are really working?
A: The employee’s completed work product is the indicator. Telemanagers must focus on quantity, quality and timeliness. They must manage by objectives or results rather than by direct observation.
Q: What type of equipment is needed for telecommuting?
A: Telecommuting can be done with as little technology as a phone, a piece of paper and a pen, or may involve computer hardware, software and other technologies. The amount and type of equipment for successful telecommuting will depend on the nature of the job and the frequency of telecommuting.
Q: What types of jobs are appropriate for telecommuting?
A: Most "information-based" jobs are appropriate for telecommuting.
Telecommuting is ideal for jobs that require reading, writing, research, working with data, and talking on the phone. Many jobs that may not seem appropriate at first may be modified so that the worker can telecommute, at least on a part-time basis. One of the secrets of designing a good telecommuting program lies in the ability to organize specific jobs so that they can be done without constant interaction or need for feedback.
Sample telecommute screening surveys (Microsoft Word)
Q: Which employees are ideal for telecommuting?
A: The ideal telecommuter is well organized, can work independently, and requires minimal supervision. Successful telecommuters have a high degree of job skill and knowledge, and strong time-management skills. Telecommuters like working at home or away from the office for at least part of the week, and don’t mind working alone. Telecommuting is not ideal or desirable for every employee.
Sample telecommute screening surveys (Microsoft Word)
Q: How will managers know how to supervise telecommuters?
A: Telecommuting presents an opportunity for telemanagers to become better supervisors. By focusing on the employee’s work product, telemanagers will increase their own organizational skills and their own ability to manage by objectives.
Q: Will employees work less if they are at home working unsupervised?
A: No, survey results showed marked improvements in productivity. Productivity increases because employees have fewer distractions and interruptions, work at their peak times and experience less stress due to the absence of commuting to work.
Q: Will loyalty to the company be diminished?
A: No, loyalty is likely to improve, as employees are happier with their working conditions. Employee morale also improves as a result of telecommuting.
Q: What happens if the employee is injured at home while working?
A: If the employee is hurt while working, he or she is covered by workers' compensation, just as at the regular place of business.
Q: Will the need for overtime decrease as a result of telecommuting?
A: With telecommuting, employee productivity generally increases, which could reduce the need for overtime.
Q: What are some of the issues that telecommuters should be aware of?
A: Telecommuters should designate a work area in their homes. A separate room provides greater privacy but is not necessarily required. Telecommuters must gain the trust and support of their families, co-workers, clients and managers. They should be aware of the tendency to work long hours and the need to take breaks.
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