Build Loyalty with Flexible Employment

There's no escaping the fact that gas prices have been skyrocketing for some time. And with record gas prices comes a resurgence in demand for telecommuting jobs. IT employers, in particular, are seeing a tremendous increase in telecommuting requests.

For employees, the telecommuting solution seems obvious: Let me work from home, and I can save more than $2,000 in annual gas costs. Even a day or two a week working from home can result in huge savings for employees.

Both employees and employers get additional benefits beyond saving gas money:

1. Less stress and fatigue for employees with long commutes
2. Fewer lost days because of bad weather
3. Increased employee productivity
4. Increased employee loyalty and lower turnover rates

Employers, however, sometimes view telecommuting as an unmanageable option. Some believe employees simply won't remain focused on work while at home, or they may believe that daily, face-to-face contact is the only way to manage employees. Still others find it difficult to evaluate employee performance when work is done remotely. A few are reluctant to allow telecommuting or even flex-time arrangements because they fear that if upper management realizes work can be done remotely, those jobs might be outsourced to less expensive overseas resources.

Telecommuting isn't a new concept. It's been seen as a viable work arrangement since the early 1970s, when employees gained the ability to connect remote offices to mainframes at the workplace via telephone lines. Today's technology advances — such as Web video conferencing, collaborative online workspaces and real-time messaging — can keep employees in continual, direct contact with management and co-workers.

If you've been considering a telecommuting arrangement to benefit your employees and your organization, try these suggestions:

1. Document the reasons for implementing a telecommuting arrangement. Include the list of benefits for employees and your organization, such as improved morale and productivity, fewer lost work days and reduced commuting costs.
2. Develop a telecommuting policy. This document should include details about which departments in your organization are most appropriate for telecommuting arrangements and who is responsible for maintaining the home office and its equipment.
3. Create a telecommuting agreement for employees to review and sign. Include a definition of the telecommuter's work schedule, a list of all work-related items provided by the company, any requirements that the employee must take to protect company property and an acknowledgement that the employee will return all company property upon termination or resignation. Also, address the fact that the employee will be responsible for legal and/or tax issues related to the use of his or her home for employment.

Telecommuting is a hot commodity for any worker, but it should be a privilege that's earned by the most responsible, reliable employees. Don't be afraid to use an employee's tenure with the company as a reason to grant or deny a telecommuting request; many companies require a minimum employment time before an employee becomes eligible for such an arrangement. And employees who can effectively use phone, email and in-person communication should be given priority over those who aren't as skilled in those areas.

Smart employers can hold on to valuable employees by showing flexibility, especially during trying economic times. Plus, the more creative you can be in employment offerings, the more attractive your organization will be to top candidates who have the skills required to help it compete in a global market.