Telecommuting gone wrong
October 2, 2008 by Fred HosierPosted in: HR blunder of the week, Special Report
Are you hearing more requests from employees to work at home because of high gasoline prices? Allowing work-at-home arrangements can be an affordable way to boost talent retention and offer employees a desirable benefit.
But, as you probably know, it’s not as easy as giving employees laptops and telling them “go home and be productive.”
Where have other companies gone wrong with their telecommuting programs?
Capital Associated Industries, Inc. and Brandon Dempsey, vice-president of Suite Commute, LLC, say it’s possible to put together a successful work-at-home program by following just a few guidelines.
To the list!
Here is Dempsey’s list of the five most common mistakes companies make when implementing a telecommuting program:
- Lack concrete policies and procedures. Dempsey says some companies go to Google to search for policy examples. However, it’s best to use any of those as just a starting point. Each telecommuting policy must address a company’s unique situation and needs.
- Overinvest in technology. When it comes to infrastructure, it’s not necessary to reinvent the wheel for at-home workers. Companies can often use their existing IT infrastructure without buying any new software or hardware.
- Fail to train managers. Communication is key. Out-of-sight shouldn’t mean out-of-mind. Even though employees request at-home work arrangements, they may begin to feel isolated without proper communication from their managers.
- Miss the implementation strategy. Some companies move too quickly to establish their programs. It would be better to ask this question first: Does telecommuting fit your business model?
- Overlook a pilot program. Companies don’t need to jump in with a full-fledged program. Allow some employees to work offsite as a test. If it’s successful, expand the program. This also provides an opportunity to work out any kinks.
Does your company have a telecommuting program? What were some of the problems you’ve had to address? You can let us know in the Comments section below. And don’t be shy about telling us about any ”strange” situations developed by a telecommuting program. We like to hear about the weird stuff, too.
Tags: gasoline prices, telecommute, work at home
October 3rd, 2008 at 11:15 am
Our staff can work offsite on specific projects. The time-sheet utilized outlines the project, the results of the project, times begun, breaks taken during the day, times ending. I this way, payroll documents can dually utilize effectiveness and efficiency. If staff are not meeting expectations on performance on or offsite, the issues are address in the same manner. the key is to know reasonable production time frame expectations and be sure the employee is clear on those expectations. Then, everyone wins.
October 3rd, 2008 at 12:08 pm
We have several employees in states other than where our office is located, and all are “telecommuters”. We also allow some of our closer staff to telecommute because of the distance, so they are in the office only 2-3 days per week. Additionally, we can work from home if we are waiting for a repairman, have a cold but can still be functional without infecting the whole office, or have a sick child. It is generally successful, and allows for productivity in instances where one used to have to take personal time and no work was accomplished. That being said, we retain the right to rescind that privilege if anyone seems to abuse it or is not productive while at home. And if someone seems truly ill and wants to “work from home” we will insist they walk away from the computer and take a sick day. For us, in a technical environment where everyone can access everything they need, we have found telecommuting to be an effective and beneficial part of the office culture.
October 3rd, 2008 at 12:39 pm
Years ago there had been a problem with employees working at home regarding California OSHA laws. The home office was to have the same regulations as the employers place of business. Since it was not feasible to get the employees home to be in compliance with OSHA rules, we denied any requests. Have the laws been relaxed? We have employees that would like to work from home, but we need to protect ourselves from workmans comp claims, ergonomic concerns and safety issues with hazardous materials that may be in the home.