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Telework, telecommunting, a distributed or home-based workforce – no matter what you call it – I’m a tried and true advocate! I have long felt that telecommuting has made me more productive and I’ve been fortunate to have the opportunity to work from home in a variety of roles – as a business owner, a contractor and now as a corporate employee.
In today’s digital world, the opportunities for a virtual workforce are endless and more and more companies (and employees) are embracing virtual working arrangements because of the many benefits it provides. Telework opens up new labor sources, global collaboration, reduced turnover and overall satisfaction for customers and employees; which in turn, increases productivity and drives business growth and success.
For me, having a 20 second commute to my office saves me both time and stress. When I do have to travel or when I hear about fatal car accidents on the interstate; I am reminded of the hassles (and dangers) of commuting. I have more time to spend with family and friends, can work with little to no interruptions and can control the lighting, temperature and my workspace without having to contact the purchasing or facilities department.
At VIPdesk, we are passionate about telework, as our core business provides virtual concierge and contact center solutions. We see, first hand, the many benefits of a virtual workforce and want to share our knowledge and success with others.
We were also thrilled when we found out that the Federal Government is getting serious about it too. On November 18th 2010, The Telework Enhancement Act was passed by the House of Representatives. The new bill requires each agency to establish a policy under which employees may be authorized to telework to the maximum extent possible without diminishing employee performance or agency operations.
In many cases, all that is needed for someone to telecommute is a dedicated phone line and high-speed Internet, but the most important factor is hiring the right people.
Many companies are still hesitant and uncomfortable with not having their employees on-site, even in the wake of a disaster. The biggest fear is that they won’t be able to control their employees and that their employees will watch television and do their daily chores during working hours. My response to that is if you are a competent manager, you will be able to tell, fairly quickly, based on the output and quality of their work whether they are slacking or not. If it’s clear that they are not producing; then it becomes a performance issue – as with any employee (brick and mortar or virtual).
Hiring the right people is crucial to the success of a virtual workforce, from the front-lines to management. We’ll discuss the qualities to look for below. If you put the right people in place, you should be able to trust them to produce, regardless of their location.
Benefits for Employers
Increased Productivity and Shrinkage:
- Disaster Recovery and Inclement Weather – Telecommuters are able to work during office closures due to inclement weather. There is no lost time due to driving in bad conditions and the time saved can be spent working.
- Uninterrupted and focused work – Working from home allows for large blocks of uninterrupted time without distractions.
- More time to work – Time saved commuting can be spent working
- Reduced sick time – Employees who work at home take considerably less sick time than employees who commute to work. Some studies say the reduction is upwards of 25%. Also, at-home workers are less likely to get sick, as they are not surrounded by a lot of people with colds and the flu.
Reduced Real Estate Costs and Overhead Expenses: In the contact center world, the cost of a workspace is approximately $800-$3,000 per agent annually; therefore a call center with 20 home-based agents can save a company upwards of $60K per year. Some companies can eliminate their corporate office altogether – if so, additional money saved on rent, utilities and taxes are much more significant.
Reduced Labor Costs: Salaries fluctuate based on geography. Employers with a virtual workforce can hire lower cost workers in suburban labor markets saving a significant amount of money. Also, due to the cost savings that the employees will gain, companies can pay telecommuting employees less per hour based on their reduced expenses.
Expanded Talent Pool: Employers who have a virtual workforce are not limited to employees in their local area, giving them the ability to hire highly qualified
