The following information is from an interview with Erin Lang, HR Business Representative at Xenium.

Understand the Benefits of Telecommuting

As technology continues to advance, the opportunity to work remotely is becoming more appealing than ever, and it can be effective in a lot of cases. For some positions, employees may be able to get their job done as effectively at home as they would in the office, while still being able to communicate face-to-face with video conferencing capabilities. The flexibility associated with working remotely is an appealing opportunity for employees, and providing this option as an employer may be a tactic in attracting or retaining employees and reducing the overhead costs associated with having employees work within an office environment.

Determine the Cultural Fit

Despite the benefits of having remote employees, it does not fit within the culture and environment of every company. Whether or not an employee can work remotely depends strictly on the position, not the employee as an individual. If the position is one where the employee works independently or is frequently outside of the office, such as a sales representative, it might make sense for that person to telecommute rather than coming into the office between client meetings. In contrast, if the position is one where the employee needs to regularly interact with a team, telecommuting might be more of a burden than a benefit.
Telecommuting can also be used as an alternative for an employee who is going through a transition, such as becoming a new parent. Allowing the flexibility to telecommute in these circumstances is helpful in retaining employees and creating a better environment in the workplace.

Mitigate the Risks of Telecommuting

CommunicationCommunication frequency between a manager and an employee who telecommutes should not vary from that of an employee who works in the office. If a weekly check-in with employees is standard, it can easily be accomplished via a phone call or video conference (tools such as Google+ Hangouts, Skype or Gotomeeting are great resources). If there is no formal check-in schedule, it’s important for both the employee and the manager to proactively touch base as needed.
Technical Issues – A company that is considering remote employees should have a strong and reliable IT presence. IT staff should have knowledge in regards to the technical issues that could arise for employees working from home and be readily available to quickly respond to those needs.
Equipment – A common risk that comes to mind for employers is that telecommuters might access inappropriate material or websites that are not work related when working from home. While this is a viable concern, Erin comments:

“In general, the people who are trusted by their employer to telecommute tend to be more self-motivated and work focused.   The fact that their employer is allowing them to work remotely may make them feel their performance is under more scrutiny.  So in reality, the chance that they would do something to put their job at risk is slimmer than the typical employee.”

Suggestions for Success

Establish Relationships – In order to build trust and relationships, it can be helpful for an employee to work in the office for a year or so prior to telecommuting. For companies with a strong culture, this can be an effective way to make sure that those values are established and develop a discipline to continue the behavior outside of the office. Include telecommuters on company-wide emails and invite them to company events and meetings for face-to-face time with the team to enhance relationships and maintain a positive culture.
Communicate – Ongoing, open communication is very important in making sure that employees who work remotely don’t feel alone. One way to encourage this communication may be to use an instant message system within the company, such as Yammer, Google+ or Facebook Groups, for more informal check-ins and updates.
Recognize and Reward – When an employee is not physically present, their hard work may be forgotten. Taking the time to recognize a job well done in a company-wide email or meeting is an effective way to motivate remote employees while reminding them that they are an important asset to the team.