A supervisory perspective on telecommuting

The best arrangement for a particular employer will depend on many factors - the type of work for example, data entry from home one day per week, or most time at sales and client meetingsthe size of the company will there be enough employees to make setting up or renting telecen- ter space economically feasible.

However, with the ability to exchange documents over phone lines via modems, many jobs in whole or in part can be performed from remote sites. How do your supervisors measure up. Senior management should be involved and sup- portive from the inception of the program.

FlexJobs is a great resource for finding out what kinds of real opportunities for flexible work are out there.

How Do Your Call Center Supervisors Measure Up?

The hospital found that medical transcription was a good fit for telecommuting because productivity could be quantified: Make yourself someone who would be difficult to replace.

Academy of Management Executive, vol. The researcher done by Evans et al. A Fast Company article explaining the program points out four lessons learned for implementing a telecommuting program: Supervisors must understand the overall tradeoffs and supervisory strategies associated with these various staffing alternatives.

In gener- al, the older the current equipment, the more cost- ly and difficult it will be to implement telecom- muting. There are many strategies for keeping staff motivated and happy on the job, and every supervisor should understand basic motivational theory and how to select the motivational techniques that are best suited for their unique staff.

With current changes to industrial relations lawsfrom State to Federal level there are no new published guidelines online for flexi-time. This would define eligible positions, guidelines for participation e. The firm's own employ- ment lawyers say that telecommuting requires more common sense than complex rules.

There is no difference in productivity between telecommuters and on-site employees. It is implemented formally in the federal Australian Public Service and is available for staff in most state and territory government departments.

Keep in mind that it is not your employer's job to make it easier for you to balance work and personal obligations. While there are employers that allow employees to telecommute on a full-time basis, it is more common for this to be a part-time arrangement.

Although supervisors feared that the program might cause resentment among employees who did not telecommute, many employees chose not to telecommute.

At the operational level, the program freed more time for sales, thus increasing productivity. Late night work email: Duxbury, Linda and Derrick Neufeld. Increased Productivity Many telecommuters report higher productivity while working from home, due to reduced work- place distractions. Work and family employment policy for a transformed work force: When discussing flexible work arrangements, it's best to pitch your proposal in terms of benefits for your employer.

There is little understanding on the question whether teleworking constitutes an emerging risk for workers or firmsand under which circumstances.

Most studies of the air quality and emissions benefits of telecommuting agree that telecommuters drive significantly less when telecommuting. It is no surprise that these are the skills that take extra education and involve the more difficult classes in post-secondary education. There may be two components to eligibility: The legal and administrative context of work and family policies in the U.

Strategies to help organizations navigate global expansion. This arrangement can reduce rent costs, since several telecommuting employees can share a single office, on different days.

Related Website Crain, T. Every call center should have a list of the top 20 performance indicators that cover measures of service, quality, efficiency, and profitability.

American Psychological Association. Flextime (also spelled flexitime [British English], flex-time) is a flexible hours schedule that allows workers to alter workday start and finish times.

In contrast to traditional work arrangements that require employees to work a standard 9 a.m. to 5 p.m. day, flextime typically involves a "core" period of the day during which employees are required to be at work (e.g., between 11 a.m.

and 3.

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Managerial - Supervisory personnel at level 15 and below (managers, supervisors) Executive Leadership - Supervisory personnel at level 16 and higher, faculty, Directors, Assistant Vice Presidents, Vice Presidents (any senior leaders other than the President). Telecommuting, also known as telework, e-work, e-commuting, working at home or working from home, is an arrangement in which an employee is allowed to perform some or all of his duties at home instead of in the company's main office.

In this aspect, the managers mentioned the particularity identified by Braga (): in telecommuting the question of control over the worker requires a change of perspective, from.

• Gain a fresh perspective on motivating your employees so energy and commitment to supervisory excellence. If you want to zero in on the key areas of • Telecommuting, job sharing, flextime: What the books won’t tell you about managing today’s employees.

Telecommuting isn't a new topic. Under the right conditions there are many advantages for both employees and employers. At both ends of the spectrum there are jobs that are impossible for telecommuting (i.e.: manufacturing) and there are jobs that are perfect (i.e.: some accounting tasks).

We find the challenges in that grey blob in the middle.

A supervisory perspective on telecommuting
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