More employees want the option to work remotely from home, but telecommuting can bring up hurdles companies have to plan for.
Some employers have held off on giving workers chances to telecommute, believing the perk is more beneficial for the employees than their companies. They worry that working remotely makes it harder to keep staffers productive and accountable.
However, research over the last few years has shown that telecommuting can be a great perk for workers and their companies.
A great perk, but …
Recently, ConnectedSolutions, a cloud-based storage provider, surveyed hundreds of workers to investigate how telecommuting affected their performance. The study suggests that telecommuters don’t shirk their duties, but actually work harder to hold onto the perk.
For example, researchers found:
- 77% of respondents said they were more productive while telecommuting
- 30% said they accomplish more in less time
- 24% said they accomplish more in the same amount of time
- 23% were willing to work longer hours while telecommuting, and
- 52% said they were less likely to take off when working remotely, even if they were sick.
But although there are a lot of advantages to telecommuting for both employees and companies, working remotely can also make it difficult for managers to communicate with telecommuters. And feeling disconnected can leave telecommuters unmotivated and less productive, negating the benefits.
3 steps to maintain productivity
Employment law attorney Doug Oldham from the firm Barnes & Thornburg LLP (btlaw.com) suggested some steps managers can take to overcome this problem in an article he penned for The Metropreneur Columbus.
According to Oldham, employers can reduce telecommuting problems by:
- setting up times for regular updates and feedback. Consistent communication is key because telecommuters may feel like if theyâre out of sight, theyâre also out of mind. Setting up regular update and feedback sessions can help them feel like they still have a voice, as well as help managers keep tabs on workersâ progress. It’s also important that managers use these communications to recognize telecommuters’ hard work to keep their morale from dipping.
- spelling out goals and expectations ahead of time. Be sure telecommuters understand whatâs expected of them from the get-go. In addition to setting performance goals, this may mean explaining your expectations that an employee be reachable during certain hours of the day, regardless of their location. Ideally, youâll want to put these details in writing, and have telecommuters read and sign the document so it’s clear they understand what’s expected of them.
- hiring independent self-starters. As you know, telecommutingâs not for everyone. So if you plan on expanding your telecommuting opportunities, you need to make sure your workforce has the right qualities to use the program effectiely. Youâll want to find workers with strong communications skills and the ability to stay motivated without someone looking over their shoulder.
For more HR News, please visit: 3 best practices to keep telecommuting programs productive
Source: News from HR Morning