Management Resistance a Major Barrier for Teleworkers
A new study described as the first of its kind by Telework ExchangeSM, a public-private partnership focusing on telework in Federal government, and the Federal Managers Association (FMA) has found that management resistance is a major barrier to adoption of telework. "Face-to-Face with Management Reality - A Telework Research Report" was underwritten by TANDBERG, a leading provider of visual communication products and services, and is based on a survey of 214 Federal managers.Key study findings include:
* "Try It and You'll Like It" - Encouraging managers to telework is crucial to getting the system implemented.The study found that greater involvement produced more favorable attitudes. Managers who are teleworkers themselves or who supervise such employees are more positive than those who do not. Of those with direct experience, 66 per cent found teleworkers as productive as those based in the office.
* "Reality Check" - Only 35 per cent of managers felt their agencies supported telework. The study found managers' perceptions of the indications for and benefits of telework were not aligned to those of their agencies, indicating the need for an education program to promote telework as a standard operating procedure. Managers tend to consider work-life balance and impact on recruitment and retention as major drivers. Agency priorities tend to be continuity of operations and pandemic planning. Managers rank anxiety about losing control over employees and productivity issues as the top disincentives to telework. The study found that managers did not consider security or funding concerns as significant inhibitors.
* "Lost in Translation?" - About one-third (32 per cent) of Federal managers rated lack of face-to-face contact as the most significant communication challenge inherent in telework. A majority (61 per cent) acknowledged misinterpreting co-workers communicating via e-mail; 43 per cent by phone.
What is teleworking?
- Teleworking allows employees to work part of the time at other than their "official duty station.""
- Teleworking may be on a schedule of from several days per week to as little as one day a month, or on an as-needed basis for reasons such as special projects, illness, or unavailability of your regular office.
- You normally do telework in your home or at a special telework center.
- You are still on official duty when you are teleworking, and are expected to be in a situation where you have the resources necessary to do your job, and are able to concentrate on that job without interruptions from other family members. You normally cannot expect to care for any other family members when you are teleworking. However, teleworking will probably free up time that you would otherwise spend commuting that you can devote to your family.
Source:
What is teleworking?
HRM Guide Telecommuting
Labels: telecommute, telework, work at home, work-life balance
posted by diversityworking @ 8:10 AM
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