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 has extensive experience in the Talent Acquisition/Retention space. He has helped some of the most powerful companies in the market place enhance their employee experience and scale their teams. Ty specializes in Executive Search, Retention programs for Key People and Population Wellness. Ty has helped CulverCareers rise to the Top 1% of the industry and differentiate from the field with a holistic approach to Acquisition and Retention of People.

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