| Workplace Success Myths & Tips | September 2010
|
|
|
|
Greetings!
Ahhh, fall is here! My favorite season. What do you like most about fall? The football games? The crisp air? The turning leaves? The routine of school? Shopping for fall clothes? I love all these things--but maybe even more, I love the the feeling of a new beginning that fall brings. Maybe that feeling is based on all those new school years I experienced in my life!
Fall is a good time to re-group and set some goals for the end of the year. Rather than spring cleaning, try some autumn-cleaning this year. Clear out your old goals and make room for some new ones! As you make the changes in your home and closet to accommodate the colder weather, clear out what you don't need. At work, clear out your old files or tidy your office--you'll come to work with a totally different perspective! |
Workplace Myth #4
"Telework is just a way to cheat the organization. You must be in the office to earn your pay."
This is truly a myth. Telework can be a great way to reduce office space needs, carbon emissions, and workplace transfer of illness. Consultants are the "poster children" for telework. They must be self-motivated and productive regardless of where they are working.
However, it is true that some organizations have had bad experiences with telework. A few people may try to take advantage of the flexibility--but most will work even harder if they are offered the opportunity to work from home and avoid the commute.
See the trend and tips below for more information on how to make telework successful in your organization. |
Today's Workplace Trend:
Did you know...that telework is on the rise in the United States? According to a telework exchange research study, Information Technology decision-makers anticipate telework to increase by 65% in the public sector and 33% in the private sector over the next three years. Part time or full time, telework can provide big benefits for employees and organizations.
In their annual report to Congress, the Office of Personnel Management reports that almost 9% of eligible federal employees participate in telework and forecasts for that number to rise next year. So it is useful to understand more about telework, its benefits, and some things to watch out for:
Some benefits of Telework:
- Telework helps employees achieve better life balance and higher morale. Trusting an employee to telework sends a clear message--you believe they will still produce results for the organization even when you're not watching. For some employees, telework can take hours off their work day just be eliminating a long, frustrating commute. The Telework Exchange reports that eligible individuals can free from 15 - 25 equivalent workdays per year by not commuting. OPM reports that teleworking employees may even be healthier as new strains of influenza and other diseases emerge.
- Telework increases community safety. More people at home equals more people aware of what's happening in their community on a daily basis. Children come home to a parent or guardian in the house. And employees have more time to get involved in community actions.
- Telework contributes to a green workplace. Less commuting leads to less pollution and actually increases employee pay because they are purchasing less gasoline. In addition, telework can reduce real estate and office rent expenses for employers.
- Telework is profitable. In the federal government alone, OPM reports that 27 agencies found the following savings and benefits as a result of telework: the greatest benefit was to employee morale; next was an increase in productivity/performance, and finally, there was a benefit in the human capital area. Another researcher, Kate Lister, reports that if the eligible people who desire to telework just spent half-time telecommuting, it would save companies, communities, and employees over $650 billion a year-the result of increased productivity, reduced office expense, lower absenteeism and turnover, reduced travel, less road repairs, less gas consumption, and other savings.
Telework Cautions:
- Not every job is appropriate for telework. If being on-site is critical to your success, then your job might not be appropriate for telework. For example, a receptionist in a medical office needs to be available to greet patients and help them navigate through the office processes. But the person who does the insurance coordination may be able to do that from home!
- Not every employee is appropriate for telework. It should be clear that if you have an employee who does not exhibit the REACH behaviors in the workplace, they may not be successful at telework. Ask yourself: Does this employee get Results? Is this employee Enthusiastic about our organization? Does this employee exude a positive Attitude toward all tasks? Can this employee Cooperate with others? And most importantly, does this employee have Honor? If your employee exhibits these essential behaviors at work, you can explore telework with confidence!
- Write down your telework agreements. Both organization and employee will benefit from a clear written agreement of what the telework consists of and how, why, and when the agreement would end.
- Stay open-minded. One of the scariest things for a manager is to "lose control" by allowing employees to work off-site. Keep an open mind to the benefits of telework and remember that an engaged employee working from home can be much more successful than a frustrated employee who is within sight! And your agreement should last for at least six months--although there may be a slight productivity dip while everyone gets used to the new schedule, a CompTIA study conducted in 2008 with 212 diverse employers showed that two thirds of teleworkers increased their productivity.
- You may have to change your processes. Managers and organizations who routinely observe employee performance may have to adjust for off-site employees. Results are what matter anyway; not time spent in the office. Employees who used to be able to peek around the corner to find the boss may need to change the way they get answers. All manageable changes to reap the benefits of telework!
Sources: OPM, CompTIA, GAO, Telework Exchange, Kate Lister |
|
|
|
|
 |
|
Quick Links
essentialemployee.com
Workplace Success Store
Essential Team Leader Research
Workplace
Success Events
What People are Saying about
"The Essential Employee"
"I thought [The Essential Employee] was a good book for those starting a new career. I have shared the books with my children that have graduated from college, pursuing their first career and a summer internship."
- Mike Paul, Acquisition Professional
"A page-turner! A simple, but effective way to illustrate the five behaviors that are critical for success and retention in today's highly competitive workplace. I highly recommend this engaging book as a resource for the new employee and instructor-led or web-based workforce training at the secondary or community college level."
-Roberta Nichols, PhD
Happening Right Now:
School Re-Orders are Coming In-- Proof to us that "The Essential Employee" is valuable for educators!Two new fall workshops in September and November--helping to reinforce essential workforce behaviors in Maryland and Colorado!
Our blog is up and running! Chat with us about workplace trends and issues!
Workplace Success Blog |
|
|
|
|
|
Learn More:
Do you want to learn more about becoming more essential (and competitive) in the workplace - or would you like to help others become more essential? Be sure to confirm your email subscription at the top of this newsletter to continue to receive information about today's workplace and how to succeed in it.
Please forward this to the graduates, employees, supervisors, or educators in your life. They will appreciate your thoughtfulness (and our tips)!
|
|
Recommended Resources
The first book in the series is available!
"The Essential Employee: The Adventures of Carmen Senz."
Check out this engaging, easy-to-read story based on research in organizations across the USA. The story is about Carmen Senz's first six months at work and the lessons she learns about being an essential employee. It's a fun way to learn important lessons that will make you more essential in the workplace.
"I have read the first few chapters of The Essential Employee and found it difficult to put down. The story line teaches a lesson while remaining engaging for the reader. I would recommend this to other educators." - Carissa Monatukwa, Teacher
"Essential Employee Facilitation Guide"
The perfect resource for teachers and trainers to implement "The Essential Employee" in a learning environment. Includes suggestions for learning activities both in and away from the classroom.
"I highly recommend this book to training professionals, employers and most importantly to employees who want to discover what it takes to build their skills and be successful." - Karen Holcomb, Executive Director
|
|
About Us
Judy Free and Traci Maddox are friends, colleagues, and co-authors of "The Essential Employee." They met in 1999 and worked together for several years as organization consultants-helping large and small organizations implement change. During their work together, they discovered a mutual passion for helping individuals succeed! And so they embarked on the journey to help employees become more successful in the workplace. Most books are written for leaders and managers-but Traci and Judy thought employees could benefit from their own book. Thus, Carmen (our heroine) was born to teach all of us how to be more essential.
Traci and Judy conduct speaking engagements and workshops all over the country-helping others understand and use the REACH framework outlined in their book. In addition, they both own thriving consulting practices and work on a wide variety of projects like strategic planning, change management, teambuilding, facilitation, and training. Their desire is to help individuals and organizations REACH their Peaks.
|
|
Use Our News As A Resource
Would you like to reprint something you have read here? If so, you MUST include our bio and link. Please use the following information (changes only if we have reviewed and approved them):
Judy Free and Traci Maddox are authors, organization consultants, and coaches whose passion is to help individuals and organizations REACH their peaks. They help people across the USA become more effective, more focused, and more successful. Receive their free news updates and workplace tips at www.essentialemployee.com
|
Thank you for your time and interest! Visit us at www.essentialemployee.com for events, workshops, surveys, products, and more information.
|
|
|
|
|
|
