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There are many ways an organization can benefit from offering telework (shown below). Some of these benefits
are really the result of "improved employee morale". A research study that correlated
employee morale measurements with company share price showed that companies rated to have high employee
morale saw their share price increase by 16%, compared with only a 3% increase for companies with low
employee morale.
Improved Employee Retention
Reduced Overhead
Emergency Preparedness & Continuity of Operations
Commute Trip Reduction & Environment Goals
Reduced Absenteeism
Improved Productivity
Competitive Edge
Superior Corporate Citizenship
Improved Employee Retention: Employees who are satisfied with their jobs are less likely
to be looking elsewhere. Numerous studies have shown that employees who telework have higher
levels of job satisfaction than their coworkers who do not telework. Some of the most common
reasons for employee satisfaction are time saved, greater schedule flexibility, reduced
transportation cost, feelings of recognition and trust by employer, and fewer distractions
for work requiring concentration. Here are some other facts about telework and employee retention:
- Studies have also shown that workers in flexible work arrangements, like telework,
have a more positive opinion of the organization and senior management.
- The cost of employee turnover is high (some estimates are 25% or more of
employee salary). Increased employee retention makes economic sense.
- Telework helps retain "high-knowledge" employees who are nearing retirement, but
may be willing to continue working under a flexible arrangement.
- Many dual working households eventually find themselves in the difficult position
of having to decide to relocate or commute a long distance when one of them is transferred. If one
of the employers offers telework, it may prevent the relocation or long daily commute; because one
spouse's employer offers telework, the other spouse, who cannot telework, may be able to keep his
or her job.
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Reduced Overhead: Telework offers the potential for reduced overhead from real estate savings,
energy savings, and reduced parking costs. Of course any actual savings are determined by many factors, such
as the number of employees who telework and how often they telework. The cost of implementing a telework
program, particularly equipment costs, needs to be factored in.
Some employers achieve real estate savings by eliminating the offices or workstations of teleworkers in
favor of shared workstations. One model for this is called "hoteling", where employees make reservations
for a workstation on the days they plan to work from the central office.
Even if you are unable to reduce real estate costs, a reduction in workstations may create a more generous
work area for employees.
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Emergency Preparedness & Continuity of Operations: There are advantages to having a telework plan
and infrastructure in the event of a disaster, whether natural or man-made. Staff and management may
still communicate; clients can still be contacted; business goes on. Even if the organization is not
interested in promoting telework, having employees in key areas trained and prepared for telework will
place the organization in a better position continue vital work in the event of a disaster.
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Commute Trip Reduction & Environment Goals: The Washington Commute Trip Reduction Act applies
to employers that have more than 100 employees at a single worksite starting their workday between 6-9 AM.
These employers must develop a commuter plan in order to reduce the number of vehicle trips. Telework
is one of several appropriate solutions. (See the links to the right for more information about CTR.)
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Reduced Absenteeism: Many of the causes of absenteeism can be relieved by telework:
- Reports claim that teleworkers take fewer sick days, and teleworkers themselves
consistently report less stress because they telework. Employees with a minor cold or flu may want
to work at least part of the day from home. More importantly, by doing so they avoid spreading the
virus to coworkers.
- Snow days, and other weather emergencies, are a thing of the past if employees
are equipped to telework - as long as they have power at home.
- Parent-teacher conferences, a dentist appointment, being home to let the plumber
in … there are many reasons why employees may need an hour or two off during the middle of the day.
If the commute is too long, employees may just take the day off. For many of these events, the
employee can still get in a full day of work if they are working from home.
- Maternity leave and family leave can be reduced when employees can work from home.
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Improved Productivity: Fewer distractions, reduced stress from avoiding the commute, and having
a more flexible schedule, equals less absenteeism, improved job satisfaction, and more productive work.
Teleworkers consistently report having fewer distractions at home than at work and frequently try to
schedule their most difficult work for the days when they work from home.
Teleworkers may also be more motivated to meet deadlines in order to demonstrate to their manager that
they can be trusted to telework. In addition, people who are most productive during unconventional hours
(very early or very late) are well suited to telework and may find themselves being more productive
than when previously working a normal shift.
Improved productivity may also result from a change in management style. Teleworking requires managers
and employees alike to be more precise in their expectations and communications, often with written task
objectives that focus on work performance.
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Competitive Edge: Organizations that offer telework and other flexible
work arrangements have a competitive edge over organizations that don't. Telework is "perceived" by
employees as an employee benefit. In particular, younger workers who are adept at remote or collaborative
technologies may seek employers where they can utilize those skills. Having a telework program in place
expands the human resources pool, particularly when employers offer teleworkers the technology to be
effective remotely. The pool of potential recruits also expands when an organization can recruit from
a larger geographic area and can attract individuals who for physical or other reasons don't drive or
find it difficult to commute every day. There are also people who because of personal or family
situations have no option but to seek employment with organizations that offer flexible arrangements.
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Superior Corporate Citizenship: Having an active telework program signals an organization's
leadership as a good corporate citizen. It recognizes employees' need for balance between home and work.
It helps reduce pollution. Fewer cars mean safer roads and reduced transportation construction costs.
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