S.M.A.R.T. Teleworking Tips for Employers (To request permission to publish the article, contact mrhodes@worldatwork.org.)
Source: WorldatWork
Teleworking allows employees to work smarter, not harder. WorldatWork, an international association of human resource professionals, offers the S.M.A.R.T. way to manage teleworkers:
Select jobs for teleworking. Teleworking is best suited to jobs that are information-based, predictable, portable, or that demand a high degree of privacy and concentration. The key is to designate jobs with at least a portion of the work that can be done as well, or even better, away from the office. Identify such jobs up front so employees don’t have to guess which jobs are eligible for the program.
Manage based on performance and results. In this knowledge-based economy, what is important is getting the job done, not when, where or how many hours it took. Set productivity objectives and measure achievement against them, trusting employees to manage their own time.
Articulate teleworking policy. This written policy should outline the company’s positions on eligibility, performance measurements, equipment provision, technical support, ownership of physical and intellectual property, and requirements for in-office appearances. An example is the General Services Administration’s Information Technology and Telecommunications Guidelines for Federal Telework and Other Alternative Workplace Arrangement Programs.
Recognize management resistance. Many managers are uncomfortable losing physical proximity to their employees. To gain management support, employers should involve supervisors in every aspect of the teleworking program. Ask managers to help determine which employees should be eligible. Provide them with the proper tools and training to succeed.
Train and educate. New patterns of work need a higher standard of management so managers themselves should be trained in the best ways of managing virtual workers. Employees also need to learn to work differently and adjust to a more independent environment.
WorldatWork (www.worldatwork.org) is an association of human resource professionals from FORTUNE 500 and other leading organizations worldwide focused on attracting, motivating and retaining employees.
Founded in 1955, WorldatWork provides practitioners with training and education to effectively design and implement strategies and practices in total rewards, including compensation, benefits, work-life, recognition, and career development. With offices in Scottsdale, Arizona and Washington, D.C., WorldatWork supports its 30,000 members and professionals in 75 countries with thought leadership, publications, research and community. WorldatWork administers certification through the WorldatWork Society of Certified Professionals.
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About Alliance for Work-Life Progress® Alliance for Work-Life Progress (www.awlp.org) is dedicated to advancing work-life as a business strategy integrating work, family and community. An entity of WorldatWork, AWLP defines and recognizes innovation and best practices, facilitates dialogue among various sectors and promotes work-life thought leadership.
