Telecommuting Advisor

Making a Case for Telecommuting - Pros and Cons

September 5, 2008 on 6:31 pm | In Managing |

Putting together a telework initiative is not an easy undertaking, but the rewards can be substantial if it is carefully thought out. Yet, telecommuting is not for everyone and there are challenges and points of view that need to be recognized and reconciled before embarking upon a telework program. This section uncovers some of those issues.

Drawbacks and Challenges

From the Employer Perspective

There’s no doubt about it, putting together a telecommuting initiative requires a lot of work and effort, and depending upon the culture and traditions of the organization, it can cause a lot of turmoil because it challenges the status quo and requires people and systems to change. In addition, because it is not a core business function, it receives less attention and may get deferred and be given a lower priority, depending upon business conditions. This condition is likely to exist unless there is an executive in the company that has telework high enough on their agenda.

Then there is the up-front cost. In some telework arrangements, employers pay all the costs associated with getting an employee up-and-running from home. In others, there is a cost-sharing arrangement in exchange for the flexibility that employees are willing to pay. In a large initiative, a telework coordinator may need to be appointed and/or consultants hired to oversee that the process goes smoothly. The cost of training and employee’s nonproductive time also add to the expense.

Another challenge in adapting telework as a company policy is ensuring that managers overseeing the remote workforce have the capabilities to do so. We recommend that a well-implemented telecommuting initiative include training on both sides, but the costs involved might curtail this, to the detriment of the program’s potential success.

There is an argument to be made that telecommuting could negatively impact teamwork in some industries or occupations where tasks gain considerably from the very close interactions of a team working together synergisticaly in one room. Examples include some kinds of design or other creative work, where the very casual “rub off” of the studio or research setting is an important part of the creative process.

None of these considerations is necessarily a barrier to telework. They just illustrate how things can go wrong if a telework programs aren’t well-planned and executed.

From the Employee Perspective

Some employees crave the social interaction that working with a large group of people affords and would never think of trading having to commute to work each day for the chance to work from home. Others, because of their home situation, may need to “get out of the house” and would prefer to work elsewhere. Indeed, their home environment may not be appropriate for them to telecommute due to a number of factors, among them being space, security considerations, or lack of resources.

There may be costs and disruptions involved with using one’s home as a work space. Regardless of who pays for the services, it’s likely that an employee would have to install a business phone/fax line, add additional equipment, possibly upgrade electrical service, shore up their homeowner’s insurance policy, and maybe purchase office furniture.

Other telecommuting costs often absorbed by employees working from home include:

• additional heating and air conditioning expense caused by the home being occupied more hours per day
• business phone charges not refunded (long distance, 3-way calling, voice mail, etc)
• equipment repairs
• interior decoration
• upgrade in Internet service
• extra phone handsets and answering machines

Benefits and Rewards

For Employers

Companies that invest resources in properly implementing a telework policy usually start to see an immediate payback. These rewards manifest themselves in:

• Increased productivity
• Lower real estate space costs
• Reduced equipment/furniture costs
• Higher employee retention rates
• Reduced absenteeism
• Increased customer satisfaction
• Improved morale
• Improved work/life balance
• Legislative compliance and possible tax credits
• More recruitment options
• Results-oriented management
• Effective use of meetings
• Increased flexibility
• Less disruptions when weather is inclement
• Increased employment of disabled workers
• Better access to part-time or retired employees
• Competitive advantages
• Access to additional labor pools to address skill shortages

For Employees

Employees who are selected to participate in a telecommuting program are likely to enjoy:

• Reduced stress, improved morale, work satisfaction and motivation
• Fewer interruptions, allowing greater focus and improved personal productivity
• Improved job satisfaction
• Saving money on gas and wear and tear on vehicle
• Reduced commute time
• A more balanced work and family life
• Reduced exposure to “office politics”
• Possible improvement of supervisor / employee communications
• Provides job access to those in geographically remote areas
• Tends to reduce personal leave time and absenteeism
• May eliminate the need to relocate

For the Environment and Society

The positive impact that telecommuting has on the environment is tremendous.

• Less vehicles on the roads, reducing smog, emissions, wear and tear, and traffic accidents
• Reduced consumption of fuel and non-renewable energy sources
• Provides better job opportunities & ease of ‘getting to work’ for the disabled and mobility restricted
• May reduce crime and safety in neighborhoods with more people being watchful during the day
• Reduced greenhouse gas emissions
• Reduced reliance on paper
• Less need for mass transit and raising taxes for transportation initiatives