You would think everyone would be aboard the telework train by now. It makes sense. It’s more cost efficient. It saves time. The pros far outweigh the cons. And from an innovative standpoint, it’s simply important in business to keep an open mind when new ideas start sweeping the nation. As businesses become more global and therefore more connected, it’s crucial to stay on top of your game.
So then why are so many managers still hesitant to implement telework in their own industries?
There’s no one clear cut answer but rather a complex dynamic that involves being uncomfortable with changing their managing style. “Not all managers are comfortable directing employees who telework; agencies’ ability to track and report telework metrics vary; and a lack of prior data makes comparisons to past telework metrics difficult”, says OPM Director John Berry. (source )
With no reference point to fall back on, many managers feel like there is no net to catch them when they fall. If there is no data to guide them in their efforts, why attempt in the first place?
Couple those sentiments with managers and employees who both lack training in the actual implementation process. It makes for a difficult transition.
Training is imperative for two reasons:
1. It teaches people how to handle assignments (for both managers and employees)
2. It requires accountability
When it comes to getting everyone on board, start with addressing the “why’s” of telework. When you can convince everyone what’s in it for them, you will be able to greatly decrease resistance to new telework programs.
Have any of you encountered resistance to telework? We’d love to hear your comments below!
Contact Metro Offices today for more information about teleworking and semi-private offices.