Make Telework Work

Telework is most effective if it is part of a broader, coordinated work flexibility strategy, and not a stand-alone program owned exclusively by the technology group.  

Working remotely with colleagues and customers is one of the fastest growing and most powerful types of flexible work; however, it entails much more than handing an employee a smartphone, a laptop and video conferencing.

Telework involves a fundamental change in the way a person does his or her job, a team communicates and a manager manages.  Success requires:

  • Positioning telework, along with flexible hours, compressed workweek and reduced schedules, as one part of a powerful work flexibility toolkit.
  • Understanding that telework can range from working from home every now and then, to working remotely always.
  • Establishing a clear, targeted "why," or business case for telework. Not just letting it "happen." 
  • Auditing existing technology to ensure it matches the telework goals of the business.  
  • Addressing security concerns, such as "bring your own device" whether telework is periodic or permanent. 
  • Clarifying policies, such as the Fair Labor Standards Act, and consistent reimbursement expectations.  
  • Providing managers with the commuication, coordination and workflow management tools and skills they need.
  • Preparing employees to capture the flexibility of telework and use it to manage their work+life fit. 

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