David B. Grinberg en beBee in English, Administrative, Human Resources Professionals Strategic Communications Consultant • Freelance 5/6/2016 · 3 min de lectura · 7,0K

Top 10 Reasons Why Telework Makes Good Business Sense in the Digital Age

Top 10 Reasons Why Telework Makes Good Business Sense in the Digital Age

Call it what you choose: telecommuting, remote work, telework, working from home, etc. Regardless of how one labels it, the truth remains the same:

Telework works, period!

However, for remote work to be successful , employers must make sure such practices are properly applied and implemented with strict standards to ensure employee accountability, high performance and productivity.

Telework is obviously not for every employee. It all depends on the job at hand. First , an employee must be qualified, eligible, ready, willing and able to work remotely.

Second , an employee must demonstrate exemplary performance on a consistent basis whether working in or outside of the traditional office arrangement. Any employee who fails to meet these two basic standards should have their telework eligibility immediately revoked.

Although many jobs are not conducive to telework, others may be a good fit.

To wit: leveraging high-tech job tools allows qualified employees to work smarter and more effectively via the virtual workplace.

Telework also helps employees maintain the increasingly important work-life balance , which is especially beneficial for those with family and caregiver responsibilities or employees with disabilities and serious medical conditions.

That’s why more large global employers need to look at the macro picture. Today’s high-tech mobile/digital world is already an integral part of contemporary society and is fast becoming a permanent fixture of the modern-day global work culture.

Employer Intransigence

So why are so many private and public sector employers still intransigent regarding telework adoption? The answer may be twofold: management resistance and entrenched bureaucracy.

Most managers may not trust their employees to work from home or other remote locations. However, micromanagement and clock watching are not workplace best practices.

Moreover, it takes time for status-quo employers to accept new ways of doing business. This is more challenging for CEOs and the C-suite when veteran managers fight innovative change in favor of antiquated work policies.

Unfortunately, too many managers have tunnel vision regarding telework.

This is based on myths, fears and stereotypes, such as the work won’t get done because employees will goof off at home (as if this never occurs in the traditional office setting).

Showing up at work is not nearly enough to make an employee a human capital asset. Moreover, many managers are afraid of relinquishing any control over those they supervise. This is because they think it will weaken their management ability and be perceived as a loss of authority and power.

However, is it asking too much for managers to give some high-performing employees the benefit of the doubt regarding telework? How about adhering to the tried and true principle of “trust but verify”?

There’s already a plethora of empirical studies and anecdotal evidence demonstrating that telework simply makes good business sense when correctly applied to targeted segments of the workforce.

Top 10 Reasons Why Telework Makes Good Business Sense in the Digital Age

Empowering High Performers

Perhaps most importantly, telework helps build trust — not lessen it — by liberating and empowering top performers to do their best work, a win-win outcome for employees and managers alike. What should matter most to employers are tangible results rather than where or when work is done.

For instance, would a manager rather have disengaged employees who may consistently “punch the clock” but are unproductive and problematic? Or teleworkers who exceed performance goals and boost productivity and profit margins? The answer is easy.

Today’s employers must adapt to the 21st century Information Age just as their predecessors successfully transitioned to more effective, efficient and productive ways of working during the Industrial Revolution and thereafter.

The high-tech Information Revolution means the traditional brick-and-mortar workplace paradigm is undergoing a radical shift to a virtual work environment, albeit slowly but surely.

This is primarily due to proliferation of new and evolving digital, mobile and virtual technology.

A new era means new and better ways of doing business. Employers can run away from the virtual workplace but they can’t hide forever.

Recruiting Millennial Workers

If forward-thinking companies want to remain competitive in the future global marketplace they will be compelled to embrace telework for applicable jobs. Business leaders must accept the reality that working remotely will soon be the new normal, whether they like it or not.

  • It’s also a potent incentive to attract a new generation of workers.

The fact is that Millennials (Generation Y) are over 80 million strong and growing. Millennials are now the largest generation in terms of sheer numbers, according to demographers. They are entering the workforce at increasing rates and will eventually take charge of it altogether — followed by Generation Z — as Baby Boomers and Gen Xers leave the workforce.

This new generation of young innovators is fully embracing the reality that many aspects of work are inextricably linked to virtual environments.

Old-school employers who choose to reject telework do so at their peril.

What do YOU think?


David B. Grinberg is an independent writer and strategic communications executive based in the Washington, DC-area, with over 20 years of work experience — including the White House, U.S. Congress, and national news media. He also teleworks in his current job several day per week.

masud ahmed 27/5/2017 · #28

sir, ple help me. I want a job. ple give me.ple

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Tricia Mitchell 27/5/2017 · #27

Great post @David B. Grinberg with lots for employers to think about. Perhaps, if managers do the self development work, then the perceived need for control and micromanaging may be replaced by more trust in employees? I've observed in clients (& myself) that the need for "control" goes back to a perceived lack of control (often in childhood).

I found your post after watching Dan Pink's TED talk - the puzzle of motivation - today. The Results Only Work Environment and teleworking are both based on trust. A very timely theme. Thanks

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David B. Grinberg 29/1/2017 · #26

#25 Thanks so much for your responsiveness @Renée 🐝 Cormier. FYI - my day job allows me to telework on most days and work in the office only on some days. I actually find myself less distracted and much more productive when working from home. However, it can be a bit isolating, which I presume is problematic for extroverts. Still, it's refreshing to go into the office periodically for direct interpersonal exchanges and real face time with my co-workers. I'm always just happy to find that my office is still there!

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Renée 🐝 Cormier 28/10/2016 · #25

All of my work can be done remotely and given that I am pretty focused, I manage to get plenty done. I am self-employed, though. Having said that, there is a little something to be said for water cooler chats and being a part of a "family" of work mates. I know people who work for companies where employees are allowed to occasionally work from home. The term "working from home" becomes a euphemism for dicking around on the company dime. It may not be for everybody.

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David B. Grinberg 26/10/2016 · #24

DO YOU AGREE that telework (remote work, telcommuting) makes good business sense in today's mobile, digital and virtual global workforce?

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Teagan Geneviene 12/6/2016 · #23

Este usuario ha eliminado este comentario

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Nick Mlatchkov 12/6/2016 · #22

#19 'teleworking staff to provide an *hourly* breakdown of the work they've done on their telework day(s)' -- What does an *hourly* breakdown consist of?

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Teagan Geneviene 9/6/2016 · #21

#20 I appreciate this mindful reply, @David Grinberg! I couldn't agree more.

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