Telework From the Manager's Perspective
I'm writing this from a coffee shop in Northern Virginia as I embark on a day of working outside the office, so I think it goes without saying that I'm a big fan of telework. But I also think Bill Bransford of the Senior Executives Association raises some important issues about the concept from the manager's perspective in his piece today on our site.
Often, managers' concerns about telework are dismissed as the fears of traditionalists who simply aren't comfortable managing folks they can't see in front of them. Indeed, at GovLoop, Jaime Gracia echoes those very concerns in a response to Bransford's piece. No doubt, there are many such managers. But I think others who are not stuck in their ways still have legitimate concerns.
As Bransford notes, the fact is, some employees are better than others at being available, flexible and productive as teleworkers when it comes to meeting agency missions. Agencies need to set clear expectations for telework so managers can enforce standards of accessibility and productivity.
Also, the value of face-to-face conversations in the workplace is very underrated in the telework debate. Often these quick discussions are the most efficient way to resolve problems quickly and keep projects moving. Conference calls can help, but can be a logistical challenge and lack the key face-to-face element. Until simple, inexpensive, ubiquitous Web-based videoconferencing becomes a reality, collaborating in teams of people in various locations will at times simply be an inefficient process.
Update, 10:03 a.m.: Just noticed that social media maven Lindy Kyzer offers this observation on managing remote workers in the federal context: "As someone who's spent some time in the federal government, ... the notion that it takes a government employee to be at home to waste their workday is quite funny to me. I've watched federal employees not work, take two-hour lunches and otherwise waste away their workday perfectly well in an office - and I wouldn't expect it to be any different when they were at home."
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Of course, Lindy Kyzer would never waste her workday or take a two hour lunch. It is frustrating when someone sees this behavior, then slanders an entire workforce because of the actions of a few. Let's also mention that some employees out in 60 hours a week becasue they are dedicated. They keep themselves available 24/7, answering the phone and working whenever it rings. The bottom line is that a more moderate tone would make Lindy Kyzer's humorously passive aggressive statement less vitriolic.
US Posted Wednesday, August 25, 2010 11:12 AMTo your update: Work ethics are about the person and not who signs the paycheck or who is the employer.
As a former HR executive in the Private sector, I can say with the utmost certainty that there are just as many private sector employees who don't work, take two-hour lunches and otherwise wast away their workday perfectly well in an office.
Federal Employee & Former Private Sector Employee Posted Wednesday, August 25, 2010 12:15 PMThanks for linking my post, Tom. I agree with both comments - laziness is not limited to the government sector, and if you take just the quote above without reading the full post you might think I'm a heartless gov-hater. My comment was meant to illustrate the fact that the success of telework is at its heart a management issue - good management will understand the capabilities of its employees and enforce results-based work regardless of the location it's performed.
That said, I also hold the federal government to a higher standard, and will always be more critical of my government bretheren. We have an important mission - one centered around service - and if you can't analyze yourself critically, I think you need to consider a move to the private sector. I'd love to see more passion across DoD, DHS, and every other federal agency. Not because kick-butt, motivated employees don't exist in federal government, but because at my heart I believe we owe the American people a federal government and a federal workforce that's committed to excellence, integrity, and personal best, every day. And until they see that in every employee (not just 1/3 on a good day), I'll probably keep up my critical, candid assessments.
Lindy Kyzer Posted Wednesday, August 25, 2010 9:25 PMAs mentioned above, whether a teleworker or officeworker slacking off can occur. As mentioned in the article, in order for teleworking to work there really needs to be clearly established guideline and objectives defined, but then again this actually is something that should be done even if working in the office. There needs to be strong accountability actions defined as well.
I wrote a blog (http://bit.ly/d4x0jX - Telecommuting – Thinking Outside the Cubical!) on this topic as well a while back, it supports many of the points in the article and adds a few other considerations for the home-office teleworker.
Poly Endrasik Jr Posted Monday, August 30, 2010 9:05 PM