It's all in the way you think about telecommuting that will drive your management approach. Are you managing telecommuters or are you managing an organization that includes one of many flexible work options, one of which is telecommuting? If you look at your organization as telecommuters and non-telecommuters, you may inadvertently polarize the group.
Treating telecommuters and non-telecommuters differently is an easy trap to fall into. Recently, someone asked me if they should have their telecommuters report to the team what they are working on so the onsite team would know the telecommuters are working hard like everyone else.
No, no, no! If it's just the telecommuters reporting, this will polarize the team. It looks like need to justify their work and the onsite folks don't need to justify their work. Instead, have everyone provide a quick overview to share information and possible connections for efficiencies. In that way, onsite staff know what telecommuters are working on but in a way that shows equity & respect for all.
Remember that an employee's work option should not change your fundamental management principles & practices. Just alter the conduits or channels or communication methods you use. Stay grounded!
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