Telecommuting's Powerful Benefits
While it may not be for everyone, the future of telework appears bright.
After Dice.com recently reported a survey in which one-third of technology professionals polled said they'd take a pay cut of up to 10 percent if they could telecommute full time, you'd think companies would be all over that.
Clearly it can be a powerful tool in recruitment and retention. But when do you bring that up with an employer, asks a freelance writer and mother in this Wall Street Journal piece.
I think most companies that offer telecommuting these days are savvy enough to dangle that option in front of potential hires. If they don't, that's not a good sign, but job candidates can still press for it. But as my colleague Ann All has written, organizations that are implementing telework, such as the federal government, might still have managers that still aren't on board or at least are reluctant to offer it.
What sort of programs do you have to support work-life flexibility and telecommuting for employees after they have passed the probationary period?
The article suggests submitting a formal proposal addressing the employer's concerns, including how your performance will be measured and how you will maintain contact with clients and co-workers. With instant messaging and chat programs, communication really isn't an issue, even globally. And with videoconferencing and other unified communications offerings, meetings aren't either.
Ann pointed to a report by Scott P. Overmyer, a professor and director of the MSIS Program at Baker College's Center for Graduate Studies, who cited six key success factors for telework for both employee and employer:
Is your company looking to implement telework? You can be its biggest advocate by finding the resources to make it successful. Check out the offerings in our IT Downloads center such as Info-Tech Research Group's sample Telework Policy and Agreement.