A key element of improved productivity is BETTER for work-at-home employees
The Harvard Business Review (HBR) did another article following the the work from home topic last month, http://blogs.hbr.org/cs/2013/07/working_from_home_a_work_in_pr.html. Their data continues to support what I wrote about last year in both my blog:
and as a full-length article:
The latest research from the Harvard Business Review confirms:
1. Employees who occasionally work from home make more progress (get more accomplished) than when at the office
2. The latest data from HBR shows that remote workers who work at home 100% of the time are as engaged as employees who always work at the office.
Success is about Results
Success is obviously about results. Engagement normally helps with results (see earlier BLOG posts about office distractions for the downside of “engagement”) and obviously progress produces results. The proper utilization of resources is the primary role of management. Telecommuting, working from home, or whatever you want to call it can:
– increase utilization
– increase productivity
– expand talent pool available to you
– decrease cost of employment
Managing remote employees has a set of unique challenges but many of them can be overcome. Also, not all employees are capable of the proper level of productivity while at home. It is your decision as a manager to determine what is best for your department’s long-term productivity and results.
I will leave you with this parting thought
Before the industrial revolution, nearly everyone worked from home. There were few large factories or office buildings. Citizens worked for themselves to make a living with little supervision. The interactions they had with others had to be face to face or by hand-written letters delivered by horse. Today, we can send messages instantly around the world and talk to people “face to face” on SKYPE as easily as walking to their office. If the entire modern civilizations of earth evolved this way, shouldn’t we be able to figure out a way to successfully manage a percentage of employees who want or need to work at home?
I look forward to reading your comments and insights. You can reach me at firstname.lastname@example.org.