Rules of the Remote

Telecommute

A big perk these days is the opportunity for employees to have a day or two where they work from a home office.  They get to be productive—sometimes getting more done in less time—avoid a commute, and of course, work in their bathrobe.  But a justifiable concern for a company with remote workers is making sure the work gets done, communication stays strong, and discipline doesn't fall overboard.

If your company is considering an off-site program, has had one for a while, or even simply has a few concerns, then you'll be interested in a the rules for telecommuting that I found in an article on ManageSmarter.com.  These are my top two favorites:

"Manage Results Not Activity" – It's easy—and tempting—to monitor instant message programs for inactivity icons, track emails sent, or login/logout times, but it's also time-consuming and counter-productive.  Remember the point of "work" is to get things done.  While the urge is strong to get the most for your money out of an employee, you want results, not activity.  Establish timelines and objectives for remote employees, then monitor if things get done and on time.  If the "idle message" is more common with a particular employee, maybe they need more to do, or less time to do it in.

"Define Rules of Responsiveness" – How soon should you expect a reply to an email?  What about an instant message, or even a voicemail?  Does everyone at the company—telecommuting or not—know what's appropriate for each communication medium?  Establish guidelines for responding to emails, instant messages, missed calls, voicemails, texts, and possibly even tweets on Twitter.com.  Once everyone is on the same page, if there is sluggish communication from someone, you'll know there's an issue rather than suspect one.

What are your rules for the various forms of communication?  How do you keep tabs on remote workers?  Leave a comment and share your off-site or home office program experiences.

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