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Article Source: EzineArticles.com
The freedom and independence of working from home for
professionals can be the Christmas Wish that finally came to be. This absolute
desire to Telework requires managing strategies that adapt for the virtual
workforce. In 2005 approximately 22.2 million Americans teleworked, that is they
worked from home or another location distinct from their main office. According
to The Telework Coalition, this stat increased 30% from 2004. Given
environmental concerns
and the
desire for Professionals and Companies to seek out productive alternatives to the standard way
of growing a business, this figure will surely increase in the years
ahead.
Close examination of the advantages and disadvantages of Teleworking reveal
the potential obstacles as well as opportunities both Management and the
Teleworker may face.
Fundamental advantages for the Teleworker are:
First and foremost is the absolute savings in precious time and commuting
costs. With the saving of time normally lost on the commute, the Teleworker can
get off to a quicker start in the morning, using that time more efficiently.
Reduced Absenteeism due to the flexibility factor. The self starter, which would
be a trait of the Teleworker, would have the freedom to plan their work tasks to
perfectly fit their day. Without the commute and with the ability to tackle
their tasks without intrusion, the Teleworker may experience higher job
satisfaction.
Disadvantages the Teleworker may face:
Without a separate home and work environment, the Teleworker may come to feel
they are never away from their work. Family and all the distractions that come
with them are inevitable, therefore the Teleworker must learn to fairly divide
their time between the two. Strangely enough, overworking when working from home
can happen. The Teleworker does not begin nor end their day the way the average
worker does, so their is discipline required in knowing when to "shut down".
Being away from the office can cause the Teleworker to be less aware of changes
in the company. The Teleworker may be concerned that they will not receive their
proper share of guidance and expertise from management, being that they are not
physically visible everyday. Of course, there's the feeling of being isolated
that can overwhelm as well.
Tips for how to Manage Teleworkers:
The Virtual Office, Staying Connected: The proper use of technology can
assist the virtual worker in feeling connected to the staff and provide them
with a sense of collective problem solving. Utilizing tools such as Internet
Seminars, PowerPoint, Online Meetings, Workshops and Remote PC Access, are some
of the teleworking tools available today. Clearly this technology has been
available for years and employers are just now getting a sense of their powerful
benefits.
Virtual face time is another real asset of these technologies as they are
able to see and hear their co-workers. The video and audio conference call are
ideal for tools for this. So finding ways to implement video conference calls,
is important.
As indicated above, the Virtual Worker can feel isolated. Therefore,
management must make an active effort to stay in communication with the
teleworker. It could be as simple as acknowledging their accomplishment on a
project via a complimentary email, or the occasional phone call to say hello and
review projects coming up. Probably the most important aspect of this is for
management to be sincere and meaningful when they contact the teleworking
employee.
Have the IT Department ready to help with the computer crisis that may
overcome your virtual worker. Just because they are not in the office, doesn't
mean their broken computer drives them less crazy.
Choose the Right Type of People to be Teleworkers: Sounds simple right.
Choosing the independent minded, self starter who can take a task from A to Z
without their hand being held through the process, is a great start. If you're
not making a lateral move with someone, and are hiring for a Telework position
from the outside, people with a background in consulting, Independent
Contracting, Sales and Marketing are a brief example of individuals who can
possess the fundamental traits for Teleworking.
Management must Trust their Decision that they Selected the Right Person for
a Telework Position: If you call and the teleworker is not at their desk, don't
assume they're "loafing around". They could be taking a break, stretching their
legs, or having lunch. Distractions at the office are plentiful, such as
personal emails, water cooler chit chat, be-laboring issues, and more, so always
keep in mind that getting the job done is a lot more important than where the
job gets done. Trust your decisions, and allow your Teleworker the space you've
given them.
www.my-telework-tools.com/articles/article/3937086/60832.htm
Article Source: http://EzineArticles.com/?expert=Barbara_Cipak
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