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Frequently Asked Questions about
Remote Work
What is the difference between telecommuting and remote work?
The difference
between telecommuting and remote work is more than “just a few more
days in the office.” Telecommuters work off site as little as one day
a week up to a maximum of three days a week. This is enough time in the
Our Company office to keep a strong connection to the organization.
Telecommuters also have office space, either individual or shared, at
Our Company.
Remote workers perform all their job tasks and responsibilities from an
off-site location, appearing at Our Company much less frequently. They
have to work a lot harder to keep a connection and they have no office
space here. It is much more common for remote workers to feel isolated.
The characteristics of a successful telecommuter are different from
those of a successful remote worker and each needs to be treated
appropriately.
Who pays the expense of setting up and maintaining a remote
worker’s office?
If an employee is approved for a remote work arrangement, Our
Company will provide the equipment and other items that will allow the
remote worker to work effectively off site. Our company will also pay the
cost of installing and maintaining additional phone lines. However, it is the employee’s responsibility to provide a
dedicated workspace.
Each Remote Work arrangement will be governed by a written agreement
that covers such issues as space, equipment, furniture, schedule, safety
and security, workers comp and tax matters.
How can remote workers stay visible?
Remote
workers will do better if they are already known at Our Company and have
established a base level of visibility. Remote workers should
participate whenever possible in regularly-scheduled meetings, trainings
and other functions either by phone or in person. They should travel to
Our Company offices for important all-staff meetings and trainings and
plan to spend some extra time meeting with team members individually
during those visits. They can increase their visibility by communicating
regularly with coworkers by all available means and by participating in
task forces and important projects.
How can remote workers avoid feeling isolated?
The issue of isolation is much greater for remote workers than it is
for telecommuters. Telecommuters are scheduled to be in the Our Company
office at least two days a week while remote workers are not. Remote
workers can avoid feeling isolated by using every appropriate
communication option as effectively as possible (i.e. phone calls, voice
mail, e-mail, etc.) It is
also important that they keep the lines of communication open in both
directions. Remote workers should let coworkers know that they are working
from home and expect to be called when coworkers need information.
Is remote work a solution to dependent-care needs?
No. If employees who work at home have dependent care
arrangements when they are at Our Company, they will also have to have
them when they are working at home. An employee won’t be effective at
either task if he or she tries to combine them. However, remote workers
might find that they have more time with their dependents working from
home. Eliminating commute travel may allow an employee to take children
to school and/or pick them up. Being home during the day might allow an
employee to keep an eye on an elder dependent who might need help or to
keep older children from being home alone after school.
How can a manager evaluate the performance of an employee who is
working remotely?
Managers of remote workers have to focus on results rather than on
activity. This is one of the keys to success for all FWAs. Out of sight doesn’t mean not working, and the way to ensure
work is done is by focusing on goals and timelines, tracking progress,
and evaluating output.
The manager’s responsibility is to set clear expectations for the work
that needs to be done and hold employees accountable for those results.
If the employee does not meet expectations, the manager should handle
the situation the same as any performance issue, whether the employee is
on a traditional or flexible work arrangement.
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