Much has been written in the past months about the impending death of telecommuting. Companies and their management have taken steps to reduce, if not to reduce the teleworking by employees in the U.S.. The movement is not restricted to a single market or industry. At the same time, people fear more than just “out of sight” will also lead to the selection of candidates for layoffs as the economy continues to stagnate. If this is the death of telecommuting or when companies and employees continue to promote and why?

History

Three main reasons led from the early 1990s, telework. The first is the traffic congestion and pollution was reduced. In many cases, it was a mandate by the state, county and municipalities for larger employers. One of my former companies, AT & T has been in the forefront for this reason. Second, to companies that reduce overhead. Telecommuting means less office space, lower overhead … and a range of superior financial performance. Finally, in the battle for the best and brightest, companies as a benefit for new employees or less telecommuting – as a “casual Fridays” and possibly casual work environments.

A new dilemma monitoring

Most middle managers and supervisors have learned their craft under the watchful eyes of their superiors over the years. They succeeded to a large extent, how they had succeeded. Perhaps with the exception of sales staff and services “in the box (with clients), most people sit in the offices of the offices to close their superiors. Meetings and daily interaction face-to-face have a way of life with teleworking, everything has changed -.. although the discomfort of most bosses Suddenly at all levels of their employees instead of working at home office. Meetings was a conference call. The team meetings are often quarterly, as often as possible. Globalization and the remote or virtual teams, “added the complexity of the situation.

Vorteile

In addition to reducing pollution, reducing overheads and improving employee satisfaction, found that most studies that telecommuters actually work from home hours worked more than if they worked in an office. They also had fewer “sick days” and they had a higher satisfaction with the economy. Greater satisfaction often leads to lower sales – further reducing costs (recruitment and training).

The “bad apples”

As with any benefit or privilege, some employees took advantage of telecommuting. They used it as an opportunity, day care for children (often against company policy) to avoid. They used the telework as an opportunity to lead a home business in addition to their regular jobs – and hours of work, if not the resources. Employees spend hours online shopping, watching porn or just as little as possible until they have a “deliverable” to the boss. Finally, some employees use telecommuting as an excuse to get out of their corporate culture – do not meet, employees, does not communicate with the boss if necessary, and only rarely displayed in the office.

The answer

The ideal solution for any business is not to “throw out the baby with the bathwater.” You can continue to reduce pollution, keep overhead to keep costs low and a high degree of satisfaction. It is for employers to have clear rules on telework and responsibilities. They are sometimes called “telework agreements. One example is to come into the office one day per week and in important meetings and telephone conferences. Employees also have responsibilities. Maintenance of “face time” with their supervisors, the delivery of all performance targets and building a professional network inside and outside the enterprise environment are all important. In addition to updates on many employees weekly or monthly basis with their supervisors review the roles, responsibilities, status of the project, the quality of the services and priorities. These meetings produce dividends for the responsible authorities – at all levels – and the workers.

Teleworking is not yet dead, but if companies and employees provided step for the challenges and needs of telecommuting, it may soon follow the example of manual input and the company defined benefit pensions.

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