Travel Information Bulletin
January - February 2006
 

Is Telework Right For Your Company?
TELECOMMUTING or TELEWORK is becoming increasingly discussed in our region as an essential part of work/life balance for employees and should be seen as a “business essential” among public and private corporations.  Telework is now engaging the attention of legislators both on federal and state levels, and is being increasingly recognized as a viable ingredient in the TDM menu of options, more so recognizing the need for work continuity during natural or man-made emergency situations.  Companies – public and private – should not be hesitant to consider the benefits of telework as a business essential.  The following is a reprint (with permission of Bob Fortier) of a quick check on considering if telework might be right for your company.

The Sun Media Newspaper Chain - July 14/99
Ten sure signs your company needs telework by Bob Fortier
The right stuff for telework! Ten ways to tell if your company has it. Most of Canada's one million teleworkers telework informally under private agreements with their boss. But companies only reap the maximum benefit from telework when they decide on a more formal program.

A well-designed telework program is always cost-beneficial, but only to organizations that are ready. Your organization may be one of them if you fit any of these criteria:

1. If your growing "information" worker population increasingly relies on computers. This means that some or all of their jobs can likely be carried out remotely.

2. If you already have some informal teleworkers, but have concerns about legal, security, IT and labour risks and costs.

3. If you have recruitment or retention problems, consider typical findings from EKOS Research: Thirty-three percent of Canadians would choose telework over a salary raise and 43% would quit their jobs for another job that allows telework. Telework is fast becoming a make-or-break in employee career decisions.

4. If you want to improve the work environment for those already on staff. You may be ready for telework if your managers tend to trust the integrity and professionalism of their employees, and who measure performance by results. Telework cannot succeed in "command and control" outfits where performance is judged on more on presence than results.

5. If morale needs boosting. Telework is a morale builder. Resisting it, especially when your competitors offer it to their staff, damages morale.

6. If office space is tight. Telework can save big bucks and reduce the office-space crunch. On their own, new officing strategies such as office sharing and "hoteling" can provoke resistance. But add telework, and employees will readily trade off their personal offices: Witness the 74% of federal teleworkers surveyed who said they would gladly share their offices if permitted to telework. Your organization could save one office for every three part-time teleworkers (about $2,000 per teleworker per year, or $200,000 per 100 teleworkers).

7. If relocation costs need trimming. Why move people when you can move their work? Telework and some business travel are a much cheaper combination than relocating staff and/or replacing those that quit rather than move.

8. If productivity needs boosting. Many reputable studies have proven that teleworking two to three days per week easily increases overall employee productivity by 10 to 20% -- a great way to trim overtime and related costs. Doing the math, five to 10 teleworkers equates to one "free" extra worker. This demolishes the myth that teleworkers will goof off because they are "out of sight."

9. If the work/life balance of your staff needs attention. Work and home life conflict is currently the top identified Canadian job-dissatisfier. Telework's fewer interruptions and improved productivity help employees catch up on their work; and reduce their stress, burnout risk, going-to-work costs and commuting time. Remember that the total yearly commute of average Canadian workers equates to six to eight full workweeks.

10. If staff absenteeism needs pruning. The average Canadian misses over 10 days a year. Telework can help reduce absenteeism due to illness, childcare, eldercare, needing to be home to meet tradespeople etc. In such cases, teleworkers can perform at least some of their normal work -- thus avoiding losing an entire workday. Telework also mitigates absenteeism and business disruption during strikes, floods, bad weather and other emergencies.

Bob Fortier is president of InnoVisions Canada (a telework consulting firm) and the Canadian Telework Association. He also sits on the board of the International Telework Association. He can be reached at bobf@ivc.ca You may visit his website at www.ivc.ca.