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Many Alert Readers commented on the telecommuting posts I made. Generally, they were supportive of my comments about the importance of preparation of the workforce for this different way of interacting. One mentioned the problem with the nebulous rationalization that workers benefit naturally from "being together." I would say those who think this way confuse benefits of being together with benefits of effective interactions.
One reader was interested in my own experience. I telecommute about twice a week, and love it. Of course, my office is (temporarily) about 100 miles from my house. (When it comes to carbon footprint I am Sasquatch.) My employer - a global company - is extremely supportive of employees who work away from the classic office or workstation. I, in turn, support my team as they work at home certain days each week. I get performance benefits. They get work/life benefits. But we use special techniques to make it work.
Another reader responded that, if there is new telecommuting at an organization, things seem to be going along smoothly, and no one is "screaming", then why bother with establishing some bigger program? You may not actually have to in certain limited cases, but the classic reason usually applies: The symptoms of the problems are noticed too late - too late to repair the damage.
Posted on: October 13, 2008 10:33 PM |
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