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Reduced or eliminated commute time. In major metropolitan areas and even in some smaller communities, a daily commute may mean putting up with traffic, congestion, long wait times, and frustration. Telecommuting eliminates these concerns — and allows employees to save money on gasoline, vehicle maintenance, and other travel-related costs. The elimination of a one-hour, round-trip commute each day results in a savings of six full weeks of work per year.

Flexibility. Formerly, employees were confined to their work areas from a certain time in the morning until a certain time in the afternoon, for a specific number of days each week. They were generally allowed one break in the morning and one in the afternoon (both at pre-determined times) and a lunch period of anywhere from 15 minutes to an hour. To put it simply, their time was rigidly controlled and governed by the needs (or, more precisely, the whims) of their employers.

As employees have become more independent and the employment options available to them have increased, they have begun to question this rigidity and to request — even demand — flexibility in how their time is scheduled. Telecommuting responds to these requests by recognizing that it is no longer a 9-to-5 world. Today’s employees, if provided with the appropriate work tools and communication channels, can effectively work any time during the 24-hour day — 7 days a week.

An environment free of disruptions. The workplace can be very distracting and may result in lost productivity. Telecommuters frequently report (and companies agree) that they are more productive because they have greater privacy and fewer unplanned interruptions of their time.

Ability to balance work and home demands. Telecommuters are better able to balance the demands of work with the demands and personal needs of their home lives. Raising young children, caring for older parents, pursuing hobbies and personal interests; all this can be accomplished with less stress and frustration when the traditional concept of work is changed to one that recognizes the needs of the whole employee.

Decrease in miscellaneous expenses (i.e., clothing, meals). As any employee knows, there are a lot of miscellaneous expenses associated with working, including transportation costs, clothing, and food. Telecommuters are able to save on these costs, which results in a positive impact on their disposable income.

Elimination of transportation problems. Telecommuting eliminates travel concerns for employees in areas where winter can mean snowy and icy roads — and days when they simply can’t safely get to work.

While the many misconceptions associated with telecommuting can certainly keep companies from moving toward this flexible option, the biggest factor that limits the use of telecommuting at many companies is trust. Embarking on a telecommuting program can require a major paradigm shift for many organizations and individuals. Rather than believing that you are paying an employee for his or her time, you must move to an understanding that you are really paying an employee for his or her output — whether that output is measured in number of sales, completion of specific projects, or consultation.

Telecommuting means that we no longer have to go where the work is. Today, the workplace has become more of a concept than a place.

However, telecommuting is just one iteration of a concept that is and has been widespread for years — that of managing off-site staff. Whether in a formal telecommuting arrangement as part of a virtual company, while working with off-site contractors, or while managing employees who may be located at different company sites or branches, the best practices in selecting employees, developing policies and procedures, monitoring progress, and — most importantly — communicating effectively, are remarkably consistent. As we proceed through the rest of this book, the focus will primarily be on managing off-site staff in any of these situations. The term “telecommuting” will be used only to specifically address formal telecommuting programs as outlined in this chapter. Chapter 5 will also focus specifically on telecommuting and address hiring staff specifically for telecommuting positions.