With all the speculation around Marisa Mayer’s decision to reduce telecommuting options and Best Buy’s decision to get rid of ROWE, I’ve been a little concerned about the subject. Although their choices are their choices and I’m sure they had good reasoning for it, I don’t think other companies should start panicking over this. More importantly, I don’t think companies should start rethinking their telecommuters (or their plans to implement them) just because these two situations occurred. Both companies had issues beforehand and didn’t make the decision out of the blue. So, let’s not get all crazy about it. I work virtually every single day and found that it has been better for my career, productivity, and growth than the years I spent going into the office.
Sometimes virtual work and telecommuting options don’t work properly because: they are not implemented well; they are not managed well; the option doesn’t work with the job function; or the wrong people are being allowed to telecommute. Too often we hear about the negativity of things, but what about the positive aspects of it? I’m living proof that it CAN work if it’s done right.
Here are some suggestions to make telecommuting work effectively:
- Utilize different forms of technology that makes sense for your company. This can increase opportunity for collaboration and communication in a functional way.
- Create expectations and a plan for managers to manage this successfully. Managers need to be very involved in the daily activities of their teams, communicate feedback regularly, and make themselves available for additional training/assistance.
- Allow HR to look for opportunities that increases engagement throughout the organization. Some of these activities could include different committees within the company to help the company be progressive. It can also allow employees to partner up with people they might not normally work with. This can create a strong sense of community and team work.
- Hire the right people for this position. The people who are a fit for this are ones that are trail-blazers, internally motivated, Type A, and accountable. They don’t believe in making excuses- they believe in working hard. This hard-work and dedication can inspire others and set the bar for the organizational expectations.
- Create a culture in which they leave no man (or woman) behind. All of the employees should be there for each other and they should make sure they help out one another to ensure everyone hits their goals and expectations.
- Compare notes regularly. Employees of the organization should regularly meet to discuss different tactics they utilize which can ensure they are managing their time well. This can keep them productive and effective at their jobs. Employees are able to learn from each other and they can try different options to see what works for their needs.
Like I said earlier, I feel like I’ve progressed more in my career working virtually than in an office. I’ve not only done well at my job, hit goals, and made my managers/clients happy but I’ve also had the ability to take on other projects that I am passionate about. Essentially, I am defining my own career path. I’m responsible for my professional development.
You don’t believe me? Check out this infographic on Youtern.