Implementing Telework

Effective telework arrangements can deliver many benefits. Organisations that have maximised these benefits have usually ensured that their telework initiatives address seven success factors:

1. Successful telework initiatives support out-of-office desk work, within ordinary working hours;
2. They are structured and promoted as voluntary and mutual agreements;
3. They are available to all employees (within guidelines) as a normal work option. Telework is not a reward or a benefit but an option for all staff. However, some roles might not be suitable—the telework policy and its associated guidelines should preclude those who can't do it effectively;
4. Successful initiatives are supported by ‘management by outcomes’, not by location-based work measurements.
5. They control when and where work takes place in order to maximise benefits and avoid possible issues;
6. They have clear corporate and individual objectives that are known in advance. These objectives are the basis of the implementation process and guide the arrangement’s operation; and
7. They are built into the corporate culture and are supported by it.

Not all telework initiatives start with all these elements in place but managers of successful initiatives have recognised the importance of each and are endeavouring to make progress in all seven. The Better Practice Guidelines provided on this site will help managers implement successful telework arrangements. (Less structured and controlled implementation based around the quick start guide can sometimes be appropriate.)

Of course, many other approaches can be taken, to match your organisation’s culture and environment. As long as the approach taken can address the issues raised above, your organisation’s telework initiative is likely to deliver benefit.