Once the favorite alternative work option for many large companies, telecommuting was purported to be the savior of the burnt-out cubicle worker. Over the past year or so, telecommuting has received a critical eye. A series of articles from eWeek discusses the rise and fall of telecommuting.
“Only a few years since it was heralded as a newer, better way to work, studies began to emerge that put chinks in the armor of telecommuting.
Sixty-one percent of executives surveyed in January 2007 by Korn/Ferry International, a Los Angeles-based recruiting firm, said they saw career stagnancy among telecommuting workers.
Nearly half of CIOs felt that remote employees’ quality of work suffered due to reduced in-person contact with colleagues, and one-third said that these employees were less productive due to a lack of supervision, in a study released last July by Robert Half Technology, an IT staffing firm in Menlo Park, Calif.”
But is telecommuting really all bad?
San Francisco’s Chronicle espouses the concept of telecommuting as a cure for conserving energy and reducing gasoline usage.
“An estimated 1.35 billion gallons of gasoline could be conserved annually if every U.S. worker with the ability to telecommute did so 1.6 days per week, according to a report released today by the American Electronics Association.
‘Fewer commuters on the roads means reduced fuel consumption, traffic congestion and air pollution,’ said Christopher Hansen, president of the association, the nation’s largest high-tech trade group.
And, he said, ‘It is a win for workers, who can reduce long commute times and strike a better life-work balance.'”
And this article from CNN points out that for a better life-work balance, 43% of working moms would jump at the chance to telecommute.
“‘More than 25 percent of working moms are dissatisfied with their work/life balance,” said Mary Delaney, chief sales officer at CareerBuilder.com and mother of three. ‘As companies continue to experience a tighter labor market, the importance of retaining star employees is requiring them to implement benefits that actually encourage workers to improve the balance between their professional and family lives. From flexible work schedules to job sharing to telecommuting, company-wide work/life initiatives are becoming much more universal.’”
As gas prices increase this year, perhaps companies should endeavor to make telecommuting more effective: encouraging in-house workers to coordinate more fully with telecommuting staff, pursuing online collaboration that encourages teamwork, and rewarding loyal and productive clients with a flexible work schedule.