Teleworking, also known as remote working or telecommuting, is one of the fastest growing trends in the modern-day workplace. In fact, at the start of 2012, Reuters reported that as many as one in every five office workers around the globe were telecommuting on a regular basis.
The numbers have only grown since then – but does this mean teleworking is right for your employees?
Staff.com Infographic: Is Teleworking the Future?
A New Stance for Yahoo
In February, Yahoo Inc. CEO Marissa Mayer caused a stir when she made a move against this popular tech industry trend, issuing a company-wide ban on teleworking. While many Silicon Valley companies have embraced flexi-hours and remote working, a memo issued by Yahoo’s HR department stated “Speed and quality are often sacrificed when we work from home. We need to be one Yahoo, and that starts with physically being together.” The company also stated that the decision was not based on the efficiency of teleworking throughout the industry, but rather on “what is right for Yahoo right now”.
While Yahoo looks to “the interactions and experiences that are only possible in our offices” to keep productivity levels high, other companies in the industry are staunch supporters of teleworking. A recent survey of 1005 Small to Medium Enterprises in Australia showed that 21% of businesses with regular teleworkers saw an increase in revenue. The survey pointed out that these companies also benefited from lower travel costs, reduced premises rental costs, fewer employee sick days and happier staff.
A basic Guide for Employers
Of course, that’s not to say that teleworking makes for a more productive and pleasant work environment across the board. Business leaders are required to put a great deal of thought and care into the implementation of their teleworking programme. There are several crucial factors to consider when allowing employees to work from home:
- Not all positions within a company will be eligible for telework; employees like receptionists can naturally only fulfil their roles on the company premises. Employers should clearly establish designated telework-eligible positions based on each job description and required workplace interactions.
- Technology plays a major role in successful teleworking. Ensure that you have a stable cloud computing system in place so that remote workers can securely access and back up their data daily.
- Make sure that your company’s Human Resources policy covers all aspects of teleworking, including working hours, time logging, key performance indicators and termination policies.
- As a manager, it is also your responsibility to support and asses your teleworking employees effectively. Monitor the effects of teleworking and make the necessary changes; as your company develops and grows, you may find – as Marissa Mayer did – that the programme needs to be adjusted or ended.
The Verdict
So, it seems a teleworking system is the ideal solution for some companies, but detrimental to others. There’s a lesson to be learned here; as a business owner, you shouldn’t let workplace trends dictate your decisions. Use the facts at your disposal to decide what’s right for your company. This could mean allowing more employees to work from home, or improving your office environment so that your team will be more motivated to work on-site.