Virtual Insanity or Viable Work Environment?

Virtual Insanity or Viable Work Environment?

For years professionals have escaped from the office, avoided traffic, and remained employed with organizations long after they have moved to another state or country. We have coined different catch phrases for it—telecommuting, working from home, or maintaining a virtual office are a few that come to mind. My favorite term is “telework,” which I just recently discovered.

Telework gives an accurate visual of the environment many organizations have created to keep qualified workers. It portrays the idea that you are actively involved in work versus sitting in your pajamas, sipping coffee, watching the Price is Right as you claim to your boss that you are “working from home.”

Can we thank better technology, globalization, or enlightened employers (who recognize that benefits go beyond healthcare) for taking the teleworking environment to a whole new level? The answer is probably “D,” all of the above plus a variety of other contributing factors. What characteristics exist between employers and their employees that make these professional arrangements work?

After doing some peripheral research, the following popped out as traits from groups that have made teleworking work.

Trust – As an employer, do you trust that Jane Smith will get the work that she needs to get done as quickly and with the same level of quality as she did when she sat outside your office?

Recognizing Uniqueness – Each position is different and not all can be accomplished outside of the office. Also, consider taking each employee on a case-by-case basis recognizing that for some employees one day at home and four in the office versus working everyday from home would work.

Setting Expectations – Do your employees know that you are willing to work with them? What can you expect from them in return? Do they understand that all cases will be looked at individually or will you develop a policy for each?

Understanding the Situation – Did you conduct an assessment to find out if the set up is legitimately possible before making a decision?

If you have a “teleworker” in your ranks please share your experiences, good and bad. Consider these questions:

(1) What technology or online tools do you use to create a seamless transition?
(2) What have been the challenges of the experience?
(3) What are the benefits?
(4) What were your “lessons learned” and would you do anything differently?

Resources:
http://www.telcoa.org
http://www.teleworkconsortium.org
http://www.yourata.com