What benefits can a business or organization expect from implementing a telework program?
Improved human resource strategy
- Attraction of top talent: Did you know that a recent study by the Telework Exchange concluded that the tech savvy “Gen Yers” (b. 1977-2002) will base their job choices on flexibility and family-friendly workplace practices, including telework? How is your organization positioned to start competing for this new workforce?
- Increased employee satisfaction and engagement: The recently released Top 100 places to work in Canada featured telework prominently. Employees who are given the option to telework report greater loyalty and retention of staff. This includes the baby boomers who may consider delaying retirement if they are given flexible work options.
Fact: "Remote workers (54%) and regular teleworkers (45%) are the most satisfied with their work arrangements; about half of them report they are 'very satisfied'" (Richman, Noble, & Johnson, 2002, p. 21).
- Do more with less: Isn’t it true that right now more than ever employers are seeking ways to get more out of their resources? Telework is one key way to achieve this.
Research supports that:
- Teleworking employees are 15-40% more productive than their office-dwelling counterparts! That is like getting free talent added to your pool! Pretty compelling in this time of hiring freezes.
- 33% of Canadians would take a telework option over a pay raise- consider implementing a telework initiative to “bonus” your top performers this year
- Telework is a proven tool to radically reduce employee absenteeism
“..the costs savings to employers were calculated using self-reported average salaries and the average number of days absent on which teleworkers are able to work from home. It was estimated that employers could save 63% of the cost of absenteeism per teleworker, or $2,086 per teleworker per year.”- Pratt (Pratt 1999) for the International Telework Association and Council (ITAC).
Fact: In a large compensation survey (1,400 CFOs) conducted by Robert Half International, 33% said telecommuting was the best way to attract top talent. Ekos Research found similar results among Canadians. They also found that 43% of Canadians would change jobs to an employer allowing telework.
- Improve the lives of employees and their families
What tangible programs does your organization have in place to demonstrate a commitment to work/life balance? Employees who are given the option to work where and when they are more effective are less stressed, gain more time to do what they love and also contribute back a significant portion of their commute time to the company.
Reduced operating costs
- Do more with less- as previously mentioned, instead of adding head count, consider letting your existing resources work where they are most effective
- Real Estate- very real organizational cost savings can be realized through properly implemented telework programs. Organizations that seek to reduce their office footprint, can do so by having teleworkers share desks. How many of your existing staff are at their desks eight hours a day, five days per week? By sharing a desk, and implementing telework, your organization can start to significantly reduce the amount of required real estate.
Business Continuity
- Telework is a critical component of any robust continuity of operations plan. An organization that “practices” teleworking as a normal business operation will be in a significantly better position to ride out an interruption like a pandemic, snow storm or any other emergency.
- Ask yourself: how will your business stay competitive and support your customers if a large percentage of your people can’t get to work? Remember, with telework, you don’t have to go to work to be at work.
Environmental Stewardship
- Just one person teleworking 1 day a week can reduce their CO2 footprint by over 1 tonne a year. Imagine if each of the major organizations in downtown Calgary participated in this kind of program? Would it make them more desirable places to work? To invest?
