Can Telecommuting Work for Your CU?

CUNA's eScan
June 20, 2012 | COMMENTS

Sixty-eight percent of companies already allow their employees to work from home regularly, according to one study highlighted by Rural Telecommunications. Regular telecommuting rose 61% between 2005 and 2009, according to another report.

“We no longer ask, ‘What is telecommuting?’ ‘Who’s doing it?’ or ‘Why?’ Today, we’re asking, ‘How?’” says telecommuting professional Sheila Navis, an executive director with the Rural Iowa Independent Telephone Association. With a computer, broadband connection, and smartphone, selected employees can perform all the functions of a typical office environment, Navis adds.

Telecommuting can prove to be a viable and productive arrangement for an organization, but it must first qualify as an excellent fit for the business and its managers, employees, and customers, according to Rural Telecommunications. Employees who need to interact face-to-face with members, such as branch-based tellers, obviously won’t be able to telecommute.

Selecting telecommuters

Employees who spend most of their time communicating with members via the phone or email, however, are prime telecommuting candidates. Qualities that make employees prime candidates:

• Self-starting characteristics;
• Job responsibilities and projects that allow independence;
• Good communication and organizational skills; and
• Access to broadband and the latest technology.

Managing relationships

Managing team members that a supervisor doesn’t see every day calls for new skills and organizational tools.

For managers and remote employees, staying connected—both professionally and personally—is of utmost importance. Regularly scheduled staff conference calls are critical for project management. Navis offers these guidelines based on her experience:

• Honestly assess people. Not all team members are good candidates for telecommuting. If workers don’t have good work habits in the office, they won’t do well away from the office.
• Develop a good telecommuting policy. You don’t have to reinvent the wheel, but create something that will work day to day. There are a number of templates available online. Have legal counsel review the policy before implementation.
• Use technology. There are many online tools available to schedule meetings and work on draft documents. Use these tools to stay connected and keep your work flow productive and constructive.
• Communicate. Develop techniques that make up for the lack of office contact.
• Be open to change. Seek feedback and regularly assess how the arrangement is working. Be willing to make adjustments.