Comments on: When does telecommuting work well, and how can we make it more effective?

By: Anonymous

Anonymous — Thu, 14 Mar 2013 15:36:27 +0000

Telecommuting can work well, but think it all depends on the individual and the role. If they have proven their ability to drive results in the office, are reliable, and communicate well they could be a great candidate for telecommuting. There should be clear parameters in place in these arrangements – regular 1:1s, metrics, days expected to be onsite, proof of daycare/nanny etc. Flexibility is an attractive and underestimated benefit – especially to working mothers. Personally, as long as a new role was a great fit and career potential was promising I would be willing to make a horizontal move or even accept a lower salary if some degree of telecommuting was involved. Also don’t think it would have to be all one or the other. 3 days in the office, 2 days remote, or 5 hours in the office 4 days a week etc. could provide the benefits of both sides as long as parameters are in place to monitor performance.

By: Anonymous

Anonymous — Thu, 14 Mar 2013 15:12:47 +0000

I believe telecommuting is most successful for both employees and managers when it is a conversation. In a company headquarters environment, it is important to be in the office more often than not, but a little flexibility on the part of management can go a long way in gaining loyalty and productivity from employees. I think Best Buy makes a good point in changing their ROWE policy – it sounds like they are making telecommuting options a conversation between management and their employees rather than a guaranteed right. I also believe that Marissa Meyer is doing what she needs to do to try and turn around a company that has been doing terribly – if “all hands on deck” might stop the ship from sinking than it is worth a try!

By: Sam

Sam — Thu, 14 Mar 2013 02:45:58 +0000

Telecommuting is a tool and like all tools at times it can be leveraged to increase or bring about better results. Business tools that allow freedom though can also be taken of and we need to be aware of but not expect that this will happen. Telecommuting for some may allow them to work in an environment that fosters their best and most creative work. For others the distractions might be too overwhelming and their work may suffer. In both cases, there must be a degree where the supervisor is still in control and can bring that employee back into the workplace in order to facilitate better results, or upon seeing creativity and results flourish let that employee continue to work at home. In the case of Yahoo, it seems it was about results at first but I believe it was also something more. There really isn't anything that can replace good old face to face brainstorming with your peers. Locked in a conference room, with takeout boxes strewn across the conference table and so many diagrams on the white board that it’s hard to remember where each one came from. With video chatting available in many forms this can be done remotely when necessary, but I do feel that there is an energy that is lacking. At a time when Yahoo is desperate to appear poised for a turn around it needs that energy.