Telecommuting is defined as work done at home or in a remote location using technology as the link. Approximately 7.6 million people currently telecommute. The decision whether to allow employees to telecommute is controversial, owing to the number of managerial control questions raised by people working and/or managing off site.

For one manager of software projects (based in Los Angeles) who oversees 11 people in a 50-person office based in Dallas, the answer is that telecommuting is very effective, although not without drawbacks. Our manager, a veteran of nine years of telecommuting, is in constant contact with her employees, software technical writers, and quality analysts–testers, through E-mail, with voice mailbox, phone, fax, and, at least once a month, face-to-face visits on site with each employee. One room in her home is fully outfitted as an office, one she can walk away from as a means of separating her personal and professional life. However, she is always connected to those whom she supervises. For example, on a weekend, if an employee has gone in to work, she can answer a question from home by merely walking into her home-based office. To keep connected with her employees on a physical level, our manager meets individually with each employee on a monthly basis in Dallas. She spends an hour going over the priorities they have listed as activities for the month. Throughout the month, the manager and the employees are in constant contact. Through both physical and electronic communication our manager is able to get to know her employees well. As she has noted, meeting with them in person allows her to “see” them over the phone, judging their psychological “space” by voice intonation when there is no physical face to communicate with. Our manager also interacts with other managers and line personnel through telecommuting. For example, she negotiates over the phone what goes into a product, the time line, the product budget, and all other factors necessary to managing a product effectively. While our manager likes telecommuting and is able to manage effectively, there are both good points and drawbacks. The advantages include the freedom from commuting every day in full office dress, the complexity and challenge to stay well connected with employees, and the time gained by staying at home. The drawbacks can be the isolation that some initially feel when not having daily physical contact with others. Another drawback may be “workaholism” if one is unable to separate life from one’s job. Burnout can be a factor if one works all the time. If you are thinking of telecommuting, our manager would advise the following: get a good headset for talking on the phone; be prepared for the initial feelings of isolation; and keep in daily, close contact with your employees.

Review Questions 

1. Is telecommuting the wave of the future, or does top management lose too much control when people are off site?

2. How would you like being a telecommuter, as either a manager or one being managed?

3. Do you think telecommuting is effective for both the employee and the organization? Why or why not?