We often get used asked at The Computing Center -- "Do we allow our employees to work from home?" Our answer is: "It depends!" Some of our positions lend themselves easily to telecommuting, while others require staff members to be regularly in the office or able to visit client sites. For us, it's a matter of flexibility. If someone needs to be home with a sick child, it makes good business sense to let them work from home. To us, the key to being a great telecommuter is that our co-workers and most importantly, our clients shouldn't be able to tell the difference. Now where was this blog post created from?
In the last decade, the mobile workforce has increased by more than 100 percent—not that surprising when we consider the abundant improvement in technology over that same time period. Telecommuting offers wonderful benefits to companies and workers alike, with an improved work-life balance topping the charts. Not only that, but a 2015 Gallup poll shows that telecommuters are more likely to be more engaged in their jobs, and being engaged can lead to higher profitability, mobile productivity, customer engagement and other positive business outcomes.
But mobile teams experience problems of their own. At the forefront is the disconnection that naturally occurs when team members work separate from the rest of the team. Not only do telecommuters sometimes miss out on deeper relationships with co-workers, they don't get to experience office culture and can easily miss important announcements. A case study conducted among full-time telecommuters at a Chinese travel agency even showed that mobile workers were up to 50 percent less likely to receive promotions.