Telecommuting: Is it For Your Company?

As gas prices have begun to fluctuate and average almost $4.00 (+/-) per gallon, employers have been confronted with helping employees handle the soaring costs of their daily commute. According to the U.S. Census Bureau American Community Survey (2005), Americans average
100 hours of commute time each year. Aside from the time it takes to get to the office, the expense has become financially damaging to many employees household budget.

Since commute costs are unlikely to decrease anytime soon, organizations have begun exploring alternative work and travel arrangements to meet the needs of both the employee and the company. From incentives to company sponsored shuttles, gas stipends for carpooling with
collegues, to telecommuting, companies are looking for travel alternatives to relieve the finanical pressure accompainied by long commutes. Most favored by both parties, but especially employees, is telecommuting. Though not a new concept, as it has been present in the workplace for
sometime, it is only recently that telecommuting has gained momentum in popularity and acceptance in mainstream Corporate America.

Nevertheless, telecommuting is still accompanied with stereotypes of employees working in their

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pajamas, emailing and calling clients as they do a load of laundry, and occasionally sneaking in an episode of the Price is Right while wrapping up a report. Rather than the reality that most
at-home employees work in a home office or in an envrionment very similar to conduct their work. While the prospect of working from home is attractive in theory, it is hard work as both companies and employees need to ensure that productivity does not suffer from the comfort and distractions working from home can present. Whether you currently offer a telecommute arrangement, are considering it, or are just curious, it is important that you consider a few key points before giving the go-ahead to your employees:

1. Establish Expectations: Be clear on when you expect them to be in the office, what meetings they are required to attend, whether in
person or via the phone, how frequently you would like status updates on projects, etc. Develop a communication plan on how you intend on working together despite your different locations. More so, consider exploring telecommuting arrangements on a part-time basis at first to identify what works, what doesn't, and if it is a viable long-term option. For instance, you could have employees telecommute twice a week for a period of time to evaluate the effectiveness of the program.

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2. Thoughtful Leadership: Depending on how frequently your employees may telecommute, whether everyday, or three times per week, be
cautious to avoid abandoning them. Since they will not be present in the office every day it puts a strain on your ability to lead them through a
distance. But thanks to technology, you can easily host a daily 15-minute video or phone conference to check-in with them and keep yourself
posted on their progress while sticking to your commitments to them as their leader.

3. Remain Flexible & Communicate: Remember that telecommuting will not work for all employees, companies, or positions. To elude
some of the pitfalls that follow telecommuting arrangements, communicate, communicate, communicate. Put principle one into practice first and
follow the succeeding steps. Telecommuting may save gas and money, but it comes with its own costs as well. Bear in mind these guiding
principles to help you navigate the speed bumps that pass through the telecommuting highway and the ride will be a little bit smoother.