meeting, but also see everyone in the meeting, allowing for more quality interaction with managers and employees.
Set Expectations
Before beginning a telework program, managers should clearly define expectations from an employee ' s performance before he or she begins working remotely. Focus on results, such as accomplishments, products, or services provided to measure their performance since it will be difficult to observe activities, behaviors or demonstrated competencies. Performance plans also should include standards that are measurable, observable and at least verifiable. Whether an employee works at the main office or at home, they should know what they are supposed to do, and how well they are supposed to do it, in order to ensure successful performance.
Monitor Performance
Monitoring performance includes measuring performance and providing feedback. In a telework situation, measuring the results of employees’ efforts rather than their activities can be more efficient and effective. Quantity, quality, timeliness, and cost-effectiveness are four general measures that should be considered at all times for all employees, whether they work from home or in the office.
After establishing performance measures, communicate where an employee stands on performance frequently. Since teleworkers are not in the office to receive quick, informal feedback, make a conscious effort to send an instant message to teleworkers so they know they are doing a good job.
During the first few months of implementing the program, managers may experience a few glitches here and there, but once you find solutions for any minor problems, the organization will soon experience benefits such as decreased sick leave from employees, a reduction in workers ' compensation cases and overall improvement in employee morale and productivity.
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