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Should I Allow Telecommuting Among My Employees?


As technology advances and becomes a greater part of the work environment, employers are finding that telecommuting is very feasible to do. In fact, because so many career seekers are seeking it out, many companies are finding they need to offer it in order to stay competitive. You’d hate to lose out on hiring top talent that could help take your company to the next level! But before you jump onboard, there are several things to consider.

Happier and more productive

Telecommuting is a great way to have happier employees with satisfactory work-life balances. Without stressful morning commutes, employees start their days more relaxed, able to tackle their projects in large chunks of uninterrupted time. At home, there’s no threat of being distracted by co-workers and impromptu meetings, and employees are more empowered to control when they answer calls and emails.

Additionally, they have more flexibility to eat healthy, exercise, run errands, schedule appointments and balance time with family.

Safety and network security

When employees are separated by distance, there’s less potential for personality squabbles or any type discrimination or mistreatment.

However, when the home becomes a workplace, there are still OSHA concerns and issues of liability. The home must be safe, clean, controlled environment, free of accidents and hazards.

There’s also a need for network security. On employees’ home computers and networks, your company’s data is more vulnerable. It also might be more expensive to update IT infrastructure and address technical support issues when your employees are working remotely.

Companies save money in the long run

Telecommuting workers have fewer absences. They work through sickness and inclement weather, so projects get completed faster with fewer mistakes. Generally, there’s less overhead as workers pay for their own computers, electricity and other utilities. Happier employees are more loyal employees, so you’ll reduce turnover.

Collaboration actually increases when workers telecommute because workers can network without logistical barriers and geographic boundaries. Though, sometimes ideas are better generated with physical energy in a room, so you have to figure out what works for your company.

Management mistrust

Telecommuting is a privilege, not a right. Only the most trusted, self-directed employees should be allowed to work from home, and it’s not for everyone. Some managers prefer to supervise more directly, just as some workers need more oversight or are not comfortable with the necessary technology. Some report working more hours at home than they would at the office, so you’d need to find a fair system to monitor and compensate overtime.


You should establish written guidelines as to who gets to telecommute and what you’ll require of them during the workweek. Do they check in daily? Send weekly reports? Tailor those policies to fit your company’s needs.

For more tips on how to satisfy your employees and appeal to the most sought-after job candidates, check out our website at

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Written by

Ty Culver is the Client Development Director of CulverCareers focusing on talent acquisition and workforce solutions with a wide variety of local, national and global clients.

Ty has been working in various aspects of the industry for over 10 years and developed deep expertise in Executive Search, Executive Benefit and Talent Acquisition Programs along the way. He has a range of experience from SMB to Enterprise clients and hyper specific executive searches to high volume recruiting with companies in a dynamic state of flux.

Today, Ty leads a talented team of Talent Acquisition Specialists, Executive Recruiters and Client Success Managers at one of the most respected Recruiting Firms in the Nation, CulverCareers. While leadership is a key aspect of his role, Ty still enjoys working with clients on recruiting strategies, executive benefit solutions and workforce solutions to help clients build a holistic approach to talent acquisition and talent retention.

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