@ Andrew – While some jobs have clear cut, quantifiable results, making them well suited for telework, other jobs with hard-to-measure results shouldn’t be considered ineligible. Companies and managers must continue to focus on the end-product and trust that their employees are completing the job for which they were hired. Management resistance is one of the largest barriers to telework but Telework Exchange research does shed some light on managing by productivity:
– Sixty-six percent of managers who manage teleworkers find that teleworkers are as productive as their in-office counterparts
– Managers most involved in telework (those who telework themselves) report favorable impressions with 21% greater frequency than managers who do not telework or manage teleworkers
– Managers cite fear of losing control over employees and productivity concerns as top telework inhibitors. This contrasts with the common perception that lack of funding and security concerns are the top inhibitors
If interested, more Telework Exchange research can be found on http://www.teleworkexchange.com.
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