5 telecommuting tips for workers and employers
Published June 5, 2013 5:49 PM
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Updated June 10, 2013 8:50 AM
1 Min Read
1. Employers: Establish policies and expectations up front.
Successful companies with telecommuting workforces create policies with not only the business in mind, but also their employees. Create a team of HR, executives, managers and employees to develop your telework policies to encourage collaboration and compromise across every element involved in a successful telecommuting arrangement. Make sure that your policy encompasses interviewing/onboarding, ongoing training, flexible hours, results-oriented review and promotion criteria, technology needs and corporate communication requirements, explains Lea Green, a social media content manager for PGi, a global provider of business collaboration solutions, and one of millions of employees who regularly telecommutes to work.
2. Employees: Put on your game face.
While telecommuting is traditionally touted as working in your PJs, its usually better to do the opposite and find a balance between loungewear and the suit and tie, advises Green. In addition to always being prepared and camera-ready for any last-minute video conferences with your boss, its to your advantage to get your mind (and your hair) in a more organized place for work each day. Part ritual, part necessity, the time spent freshening up and putting on your version of work-at-home-attire before you head to your home office for a days work is an investment that pays off.
3. Employers: Make face-time with robust technology.
With the threat of isolation and work-life imbalance for remote workers, successful virtual teams are armed with the right technology and time dedication to make personal connections. Technology like group video conferencing and social intranets enable connection on a personal level and build that all-important social camaraderie that makes work worth it, Green suggests.
4. Employees: Be proactive.
A study by MIT Sloan Management Review shows that managers often choose workers for promotion who show presenteeism. Because teleworkers are often passively present via email and conference call, they often get lower performance reviews, smaller raises and fewer promotions than their office-bound colleagues.
"Don't wait to be asked to come in for a team or individual meeting, says Diane Stegmeier, founder and CEO of workplace change management consulting firm Stegmeier Consulting Group in Ohio. Instead, occasionally plan days to work onsite in the corporate offices. And reach out to colleagues to schedule brainstorming sessions to support team projects." Also, experts at CareerBuilder suggest employees who telecommute should document their accomplishments to present a strong record during performance reviews.
5. Employers and Employees: Test it out.
Telecommuting doesn't have to be an either/or proposition. In fact, far more employees telecommute just one or two days out of the week. If you believe an employees position or your own would be right for telecommuting, try it one day a week or one day a month, advise experts at CareerBuilder.
