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Summary:

Making the move to corporate teleworking may seem simple from the web worker’s perspective. However, the introduction of teleworking can have an impact on many facets of an organization; careful planning is a must if your organization is considering allowing its employees to work remotely.

Making the move to corporate teleworking may seem simple from the web worker’s perspective. However, the introduction of teleworking can have an impact on many facets of an organization; careful planning is a must if your organization is considering allowing its employees to work remotely. A telework pilot program is the first step for your organization to take prior to allowing full employee teleworking.

While it is not possible to list all of the potential kinks that you’ll need to eliminate during your pilot in this post, I am going to outline some of the basic considerations you should shoot for in your organization’s corporate telework pilot plan.

  • Employee selection. Not everybody is cut out to be a web worker, so you need to determine the criteria for employees to be included in the corporate telework pilot. Factors like employee performance, position, network/information access requirement can all be part of employee selection.
  • Employee home office. Organizations vary in their approach to equipping their employees’  home offices, from employees relying on their own computer equipment, software, printer, phone, and broadband access, to the employer supplying everything the employee requires, and everything in between. You’ll need to determine and document, as a minimum, the equipment the company is providing; technical support processes for the company-provided equipment; employee responsibilities for the company provided equipment; and how employee home office expenses are to be handled.
  • Telework employee communications plan. Project communications are going to change as people start to work from home. The communications plan should detail access to the corporate network, email and applications, as well as any redundancies in place in case there is a communications failure. There should also be an understanding of core business hours and any processes an employee needs to follow in order to modify their core working hours so they don’t appear to be “off the grid.”
  • Pilot period/metrics of success The plan should also include a documented period of time for the pilot, together with an understanding of the metrics of success your organization’s management is looking for to judge the pilot a success and move the telework program from a pilot to an actual live program.

What elements are you including in your corporate telework pilot plan? Share your advice below.

Photo by stock.xchng user furnishu.

By Will Kelly

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  2. Telework pilot programs, especially corporate ones, need a point of command. Select someone to head up the entire pilot, and have that person work with the managers.

    One of telework’s big challenges is helping managers to manage. Empower them. Train your managers first.

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    1. that’s a good point, Chip.

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  7. pretty good advice but that office chair in the picture is terrible. don’t forget addressing health, safety, and ergonomic issues is an important component of a sucdcessful work at home program.

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  8. [...] an employer to let you work from home on a regular basis, or you’re trying to get a corporate telework pilot plan approved by senior [...]

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  9. First of all thank you for this post.
    I have a question about telework communications plan. How about a telework coordinator? Should pilot program include the coordinator?
    For my company, I would include in pilot program a training, staff should be trained to use the equipment properly.

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