Telecommuting works best in moderation, science shows
“Organizations are increasingly offering employees a variety of work-from-home options despite sometimes conflicting evidence about the effectiveness of telecommuting. A comprehensive new report reveals that telecommuting can boost employee job satisfaction and productivity, but only when it’s carefully implemented with specific individual and organizational factors in mind.”
Organizations often fall into the trap of hastily rolling out an ambiguous remote work policy, which allows for certain employees to work outside the office at certain times. The policies are then under-communicated, are not taken seriously, or become all but forgotten about. Research, like the findings presented in this article, continues to suggest that a strategic approach to selecting teleworkers and determining when and how they telecommute is necessary for success.
For instance, in addition to our key findings that an employee’s job role, personal competencies, and social needs are crucial to the teleworker equation, this article sheds light on other important factors. These include the feeling of control employees have over their eligibility to telework, as well as their abilities to select their schedule. The findings also suggest their relationship with their supervisors and coworkers is critical, which validates and echoes our team’s firm belief in analyzing the social needs trait in potential candidates.
When offered the opportunity to take a FlexMatch™ Suitability Assessment, employees will have the ability to express their feelings on several questions designed to determine if that individual truly is a good fit for off-site work. Conveniently, FlexMatch’s methods of analyzing results and scoring participants will include recommendations on the maximum number of days each week an employee should work from home, based on their responses.
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: December 22, 2015, by : Nick Virzi