6 Obstacles to Working From Home Successfully

FM Lego telework“Working from home can be a blessing or a curse. The freedom that comes with working out of the house is luxurious — you set your own hours, take breaks when necessary, run errands as needed, procrastinate work projects in more constructive ways such as playing with the dog (that’s a joke). The possibilities are endless…”

Source: Entrepreneur

With telework becoming an increasingly mainstream practice, efforts to ensure the productivity of the practice must be made by the remote workers themselves, and the organization that employs them.

This article highlights some key hurdles many remote workers will face.  Fortunately, many of these challenges and bad habits are correctable.  To avoid your home turning into a work cave, for instance, it’s best for teleworkers to have a dedicated, professional space reserved in their home to conduct their work.  Making your dining room your desk, for instance, may tempt you to log back in and check email while you are eating dinner!  Having a space you can ‘leave’ at the end of your shift can help an employee make a transition back to their personal life.

One of the benefits of being a teleworker is the ability to better juggle work and personal responsibilities.  Many remote workers, however, voice frustration with needing to always ‘be on’.  Employees may feel like if they fail to respond to an email within moments, their supervisor may think that they’re watching TV instead of working; whereas a reasonable delay in response time in the office may be the norm.  This hyper-vigilance to be available at the drop of a hat or during off hours is real for many teleworkers and is something companies need to address organizationally.  An employee who may work exclusively in the corporate office may not even look at her smart phone to check email after 8 pm, when the same person may feel compelled to respond to an email at 10:30 pm when working from home regularly.

Having somewhat consistent start and stop times, scheduling a lunch break, and discussing reasonable response times and boundaries with your leader are things every organization should ensure their remote employees are doing.

FlexMatch™ Suitability Assessments  is a way to screen candidates for a remote work program to ensure these hurdles, and many others, will not be too much to overcome for them.  By examining a candidate’s job role, personal competencies, and social needs, we can accurately identify the most likely candidates to be productive in your work-from-home initiative.

FlexMatch™ Suitability Assessments can easily and accurately demonstrate to your organization which employees will be most effective working remotely, and which managers possess the requisite skills to manage off-site employees. By examining the suitability of job role, personal competencies, and social needs, our team is able to gauge which employees and managers are best suited for telework and what their ideal home/office mixture is. Enroll your organization now for our next assessment period.

Posted on: January 20, 2016, by : Nick Virzi