How to manage telecommuters

16 Oct

Telecommuting can be a great way to build morale in a company.

Telecommuting is quickly becoming a very typical way for employees to connect with their jobs without leaving their homes. According to a study by The University of Illinois, telecommuters using this form of employee self service can perform as well at home as they can in the office, and sometimes better, Reuters reported. It also improves morale and sometimes encourages people to work longer hours because they can just stay "plugged in" without worry about a commute back and forth.

The trick to a good telecommute policy is to give the employees who telecommute the same things you would give workers who are at the office. One example would be a chance to socialize virtually using a chat room, according to entrepreneur Marten Mickos, who used telecommuting for his 70 global employees, sending information into a central hub via the cloud, CNN cited.

An additional concern raised by Time is whether the job itself is appropriate for telecommuting. There have been some examples of people functioning as office managers on a telecommuting basis, but this may not work all the time because people in the office want to meet their bosses face-to-face. However, for jobs where someone fills out paperwork, such as a tax professional, it may not be necessary to sit in the office and do taxes when someone could bring the forms electronically to their homes and work from there.

Keeping control of the situation
Remember as well as that telecommuters must be held accountable, so don't let someone begin telecommuting until he or she has proven an ability to work in the office very effectively, and then give that person the chance to work from home on a trial run. If your employee can do it, than give him or her the opportunity to do it two or three days a week. Don't give anyone the chance to just disappear from the office without proving he or she can do it and still be working. For those who need to conference call into a meeting, make sure to set that up a few days in advance to be certain it works.

An additional concern is whether the employees will want to be reimbursed for their Internet and phone services. A policy should be in place, even if it is as simple as "nothing will be reimbursed." Additionally, make sure that parents who telecommute and have little children are also ensuring that someone else is home with them to take care of the kids – this is just a safety issue as well as an attention issue.

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