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Telecommuting, also know as teleworking, allows employees to work from home. One of the challenges faced by companies who offer telecommuting is showing the value of it. Though there are clear benefits to having employees work from home, skeptics feel employees may be less productive and managed when they telecommute. In order to prove the value of this work option, companies must measure telecommuters' performance by showing results.
Review the telecommuters’ job descriptions to determine whether or not they are actually suited to teleworking. Some positions are a better fit to work from home such as writers, business analysts, computer programmers, web designers and claims agents. Administrative assistants may not be as good a fit for teleworking.
Select performance measures for telecommuters that are similar to their office-based peers. If they must meet a productivity level such as completion of 'x' number of reports, this should apply regardless of location. The productivity measure will likely be the primary measure of the telecommuters’ performance.
Manage the quality of telecommuters’ work. Set measurements that evaluate the quality and results of their work. For example, claims processors may be measured on their accuracy and account managers on client satisfaction.
Evaluate benefits such as employee morale, employee job satisfaction, work-life balance, and the reduced cost of having employees telecommute. These measures may not be quantified in the same way as other measurable results, but they should factor into the overall telecommuter program evaluation.
Apply your measures to determine if the telecommuters are successful working from home. Complete a performance evaluation more frequently for telecommuters than office-based employees. Provide summary results to senior management.
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