Telecommuting
Creating telecommuting jobs is good for business.
If you're a business excecutive interested in your company's financial bottom line, you may find intrigue and inspiration in the results of the telcommuting programs of one of America’s largest and most profitable global companies.
Over 150 million dollars in benefit in one year alone. That’s the financial benefit realized by AT&T for its telcommuting or teleworking program(s) in 2003. And each year more and more employees become telcommuting employees for AT&T. Of course there are also many benefits to AT&T, a global networking company, if more and more companies convert from traditional work environments to virtual or telecommuting networked work environments.
Telcommuting programs of smaller companies may realize a much smaller but far more far-reaching and dramatic benefit.
Included in AT&T “virtual offices” are telcommuting jobs and work performed from other virtual locations such as on-site customer locations, shared offices and hotels.
According to AT&T, who is a telecommuting pioneer and has been conducting virtual employment/telecommuting research since 1992, there are many benefits to employees who offer telcommuting jobs, as well as numerous and important benefits to families and society as a whole.
Among the main benefits to companies who allow their employees to telecommute or work at home are: increased productivity, reduced overhead costs, less turnover, happier employees and big advantages in recruiting. Ironically, companies who offer telcommuting opportunities to their employees and prospective employees, especially when recruiting stay at home moms and parents, find themselves with a huge advantage over competitors who do not allow their employees to telecommute, while at the same time reducing their overhead and hiring costs.
What reductions in overhead costs, you ask? The list is long. Telcommuting employees do not occupy company real estate space. Telcommuting employees do not consumer company-paid utilities. Employees who are allowed to telecommute may be working on their own office equipment, such as PC, internet access, phone and/or fax, although some employers do provide and/or pay for these expenses. Employees who are allowed to have telcommuting jobs are less likely to quit so recruiting and training costs and greatly reduced. Telcommuting employees are more productive so fewer employees are needed to achieve the same results. Employees who are highly motivated to work at home, such as stay at home moms and dads, may work for less salary if they’re allowed to stay at home, and telcommuting also costs employees less. Companies who find themselves frequently paying for relocation costs of existing and/or new employees will find that these costs virtually disappear into smoke when they convert these jobs into telcommuting jobs.
Creating such telcommuting job opportunities is indeed a win-win-win situation for employers, employees and society as a whole.
Companies who allow their employees to telecommute and work on computer networks instead of brick and mortar offices realize many other benefits as well. Companies who allow employees to telecommute or offer telcommuting jobs can recruit from virtually anywhere and have no relocation costs associated with employees who do not live within commuting distance to a traditional brick and mortar office. Additionally, companies can recruit employees who are not willing to relocate.
And did you know that for every one gallon that one of your brick and mortar employees burns getting to or from their outside job, 19.4 pounds of carbon monoxide is put into the environment? Estimate how many pounds of carbon monoxide your company could save our Earth from here: http://www.att.com/telework/calculator.html
Networks also allow the dissemination of core information that can help eliminate gaps in communication and productivity and allow companies to operate outside of the 9 to 5 rut.
AT&T states, “Our experience and data suggest than an organization organized around a network is more efficient, effective, flexible and resilient organization.”
We would add that, as we somberly remember the events of September 11, 2001 during which whole companies were wiped out because they were centrally located, it is noteworthy that companies who are not centrally located and who employ a full or partially home-based work at home workforce are safer from such types of attacks. Similarly one must consider the extreme and destructive losses in productivity in the America Media offices in Florida during their anthrax attack when the entire building had to be closed for many days. Similar interruptions in productivity occurred in government and other buildings and could occur virtually anytime in any building in America. From this perspective companies and employees are far safer and potentially far more productive if they work at home.
69% of employees who telcommute for AT&T say that they consider it a major advantage that their employer allows them to work at home and that this shows that the company cares about them and the issues that are important to them. 74% cite another major advantage of their telcommuting job is balancing their work and family.
Having more time with family is the most common reason people want telcommuting jobs, which hints at a powerful and very valuable recruiting niche that telecommuting companies should consider exploiting: stay at home moms.
Stay at home moms that want telcommuting jobs are often highly trained professionals that want a lifestyle change to be able to spend more time at home with their families. Companies that create jobs for moms are wise to tap into this market.
Few are the companies who can realize a $150 million benefit to any change in their business models, but the benefits of creating telcommuting job opportunities are many and they are clear.
Allowing your employees to telecommute is good for business and it’s just plain good.
This article on telcommuting was provided by Telecommuting-101.com.