This is the second of our two-part series of articles on teleworking and telecommuting. While there are several benefits to employers and employees stand to get from the type of rural employment patterns, is not come without drawbacks. What are they and how to cope with one of them?
For telecommuters
oTelecommuters beginners themselves and motivated to do so. Without a supervisor to monitor their activities every day, they can be easily incorporated into the state of satisfaction or indifference to their work.
oIf office building arising from environmental stress and friction treatment which claims to handle peer pressure, to establish a telecommuting creates stress because it is the opposite. Telecommuters may feel they are isolated and without direction, without interest peer groups to share thoughts together.
oCareer development prospects can be affected, because it is not as visible as office telecommuter to their friends, and so there is danger of unwittingly be contributing.
oWhile is difficult to measure the value of working with a group of people, make friends and become part of the community office network, which is important not be rejected. Teleworkers may lose the feeling of trust and ownership.
oLikewise, great staff benefit from the experience of working in a normal environment, especially in the beginning of the year. The success of the work of many depends on the support and guidance received from the partnership work, other workers need to obtain inputs such as training development or advice. None of this is possible in the rural environment.
oOften, and the convenience of working at home, and close relatives, can work against the telecommuter, such as family disruption comes in the way of performance. In general, the house is not the best tool for office work.
For employers
oats first saw might seem that the use of cost-saving impact of telecommuting employees. While it is true, while there may be necessary to invest in communications infrastructure, or enhance the capacity of computers in the office or in the workplace teleworkers. These costs should be räknat in
oMost manager used to manage the job. It takes time to overcome the new system of management, and that means he can be his own.
oa loss of productivity to reduce the response speed internet connection on a private site teleworkers used to be a problem, but less so with the upgraded broadband infrastructure. However, the company will face the possibility of data loss and insecurity.
oOrganizations hard you can create a team spirit among the workers who have never worked together.
oEmployers also need to understand the legal consequences of using teleworking or telecommuting employees. Issues relating to trade unions and issues of compensation and duties require special care.
Despite these shortcomings, telecommuting can be a choice for all stakeholders, their project to take several steps.
For employers
oEmployers job profiles and should offer a very clear goal for rural workers, including performance measures.
telecommuters should be asked to come oEven office building for regular review meetings, or for specific training and development programs.
othe network for sharing information must be closed and off-site workers as well.
should be sufficient oThere administrative and management support for telecommuting employees.
For telecommuters
oTeleworkers and telecommuters must arrange their work schedules and increase efficiency. This is different to what would otherwise be done in the office.
OAS may be, should earmark a separate work area, which is different from the general life of the region.
oEven teleworkers have to go out to work at once, even if it was just how the laptop in a cafe filled with people.
oil is important for them to become part of the network, even if many are virtual.