HR Telecommuting: Solutions for the Human Side of Remote Work

Author Archive

Title: telework webcast
Location: webinar
Link out: Click here
Description: Webcast will focus on how Federal, state, and local government organizations can develop and maintain secure operations for agency telework programs.
Hear from public-sector professionals who are deploying and managing secure remote workforce initiatives as well as from industry experts on recommended technologies that enable trusted telework connectivity and operations.

Start Time: 12:00
Date: 2009-04-23

Title: Pandemic Preparedness Essentials Seminar
Location: Premier Knowledge Solutions
Link out: Click here
Description: Join us for a Seminar on how to prepare your company for the next pandemic. We will have a brief lecture followed by a simulation Exercise.
Start Time: 10:00
Date: 2009-04-15

Last week, the House of Representatives and the Senate introduced the Telework Improvements Act of 2009 – a bill aimed at improving Telework in the Federal government. Representatives Sarbanes (D-MD), Connolly (D-VA), and Wolf (R-VA) introduced the Telework Improvements Act of 2009 in the House of Representatives. Senators Akaka (D-HI) and Voinovich (R-OH) introduced the companion bill in the Senate. This marks the first time that both the Senate and House have introduced simultaneous bills. This will be huge for those who work in the Federal Government and are looking to Telework.

Most interesting is that the legislation calls on agencies to create Telework programs that allow employees to telecommute at least 20% of their hours worked every 2 administrative work weeks. This further supports the overall mandate that allows for all inclusive measures regarding Telework instead of “exclusive” benefits.

Many within the Federal government understand the benefits and need for Telecommuting and Remote Work. It will be interesting to see how they go about developing and training on the program. That is going to be the key. If the bill goes through, but implementation fails, it is going to give Telework a very bad name. That can’t happen as there are already too many managers who feel, “Telework is just simply not for us.” I hope the decision makers work with Telecommuting Program Expert Consultants to determine the best course forward.

We’ll see what happens, but be certain to check back here for more updates!

Brandon Dempsey
SuiteCommute
1-888-878-4832
Brandon@suitecommute.com

Well it can be tough in these times of mass layoffs, shrinking budgets, non-existent pay raises, and stressful work environments, but look to what you can offer your employees. Look to extra perks to get employees energized. Obviously the perk I’d like to talk about is Telecommuting.

When you offer this for your employees, you allow them to get out of the office stress and into a comfortable environment of their choice. This is often times refreshing for employees and gives them time to get caught up on large projects or initiatives. Additionally, it helps employees to save the costs of driving into work and hassle of fighting traffic.

Many employers are even allowing employees to Telecommute on a regular basis instead of giving them a raise. This concept has been tried before and can prove quite profitable. Consider this, if you have an employee who drives 20 miles to work, their car gets 20 miles to the gallon, and they don’t fight any traffic. Then they can save $2,000 a year on gas and maintenance costs alone. That’s like a $4,000 raise! Add if you add in traffic time, that number goes up considerably.

Have you recently had to lay people off? If so, most likely you now need your employees to do more with less. Consider this fact, a telecommuting employee who works from home 1-2 days a week is up to 20-45% more productive than their office counterparts. If you are faced with doing more with less, then you may consider allowing some more flexible work arrangements. Cut the stress and let your employees be more productive. Take a look at our sample free telecommuting policy for some ideas, or shoot me an Email and let’s talk about how to get this great work arrangement integrated into your company.

For some more ideas, check out this article.

Brandon Dempsey
SuiteCommute
1-888-878-4832
Brandon@suitecommute.com

One of the most surprising unfortunate circumstances that we often uncover while conducting our Remote Manager and Employee Training classes, is managers’ and employees’ surprisingly different assumptions of their communication expectations and metrics.

The exercise we do challenges managers and employees to chart out their communication with their manager or direct report. In a graph we map out the timeframe vs. Who, What, When, Where, and How. This graph is meant to provide a visual example of what employees expect from their manager and themselves. For managers, it’s a tool that graph’s their communication with their employee. For employees, it is a tool that clearly states the expectations for their position as well as what to expect from their manager. What’s interesting however; is that we have never seen the two models look the same!

That means that in the classes we have done, we have never had managers and employee’s communication graphs mirror one another. What does this tell us? It tells us that not only are expectations not being set, but critical information is often times slipping through the cracks of corporate communication breakdown. While most would probably agree this is not an uncommon phenomenon, it is something that MUST be addressed when you have remote employees. Basic breakdowns in communication are often exacerbated in remote environments.

To battle this, we work with managers and employees to develop a communication graph that both parties understand. This works to hold the employee and manager more accountable to one another, and gives the manager a solid tool with which to build a communication metric. In addition, if management changes, this ensures continuity of expectations for employees. Employees feel more comfortable having their expectations clearly defined and managers have an easier way to measure employees’ communication frequencies.

For a copy of this tool or more information on Remote Work/Telecommuting training, please contact me below.

Brandon Dempsey
Brandon@suitecommute.com
1-888-878-4832

Title: Integrating Remote Work into your Business Continuity Program
Location: ACP- San Diego, CA
Link out: Click here
Description: Are you a San Diego employer who is interested in learning more about how a Telecommuting or Remote Work plan would fit into your exisiting Business Continuity Plan? Come join ACP at their annual conference!
Date: 2009-05-20

Title: Establishing and Managing your Remote Workforce
Location: CAI- Raleigh North Carolina
Link out: Click here
Description: A challenging economy and growing environmental concerns are forcing organizations of all sizes to consider developing a remote work strategy.

While there are many benefits to having a remote workforce, this new way of working also presents new challenges. If your organization is considering or has already implemented a remote work strategy, you will want to participate in this one day program to ensure you have all of the policies and procedures in place to make it a successful initiative.

You’ll learn about the legal liabilities and safety issues that come along with having remote employees. You’ll discuss the tracking of time and pay, setting performance metrics, communicating expectations, monitoring employee development and incorporating remote work into your business continuity plan. You’ll also focus on the critical functions managers of remote employees need to perform and what core competencies they need to have to be effective.
Date: 2009-03-26

Title: Pandemic Exercise- Pandemicprep.org
Location: The Lodge at Des Peres
Link out: Click here
Description: Come join Brandon Dempsey and Harlan Dolgin, Execuitve Board Members of PandemicPrep.Org, as they lead a 3 hour Pandemic Exercise
Start Time: 13:00
Date: 2009-03-12
End Time: 16:00

Another great story of an organization maintaining operability during a disaster through Telecommuting- Harris County, Texas.

I just read an article on business continuity through telecommuting and remote work. In this article it discusses how the Harris County Employees were able to sustain vital operations during Hurricane Ike utilizing a Citrix remote application recovery system. While the technology worked well, what is important to note is, “For a disaster scenario, an event during which people are confused or dislocated, having an application they can log on to — versus some new virtual private network we’re trying to push out at the last minute and get people trained on — was critical.” This shows the need for training ahead of time.

Too many organizations simply believe that when disaster strikes everyone will just be able to hop on their laptops and get to work. NOT THE CASE. Systems have to be tested and employees trained in their response.

Quick Question- Does your Business Continuity Plan count on employees taking their computers home with them every night? If so, what percentage actually do?

If you are like the many other organizations that mandate this, but only have the average amount of employees following-15%. Will the right people be able to respond appropriately? Probably not.

Take it from the Red Cross Ready Rating program I spoke at today on Pandemic Planning.

1. Make a Plan
2. Train Employees
3. Test Your Plan
4. Refine and Repeat

For more information on the presentation I gave today or on Remote Work and Business Continuity Planning, contact me below.

Brandon Dempsey
1-888-878-4832
Brandon@suitecommute.com

Title: Missouri-SHRM conference
Location: Tan-Tar-A Resort in Lake of the Ozarks
Link out: Click here
Description: Come join us for a week of updates on valuable HR information. Brandon will be presenting at this conference on Remote Work and we invite you to come and learn!
Start Date: 2009-08-05
End Date: 2009-08-07