The change from a machine age to an information age changes the boundaries between physical labour and intellectual prowess. In the information economy and age, value is increased, not by labour but by knowledge.
Knowledge can create value and companies must focus on developing human capital. The need for training will be an important factor in the future.
Employees will need to learn the technology that makes telecommuting possible and managers shouldn’t assume all their employees are used to working with telecommunications equipment and software beyond their office computer networks. Telecommuters also need to learn how to deal with important issues of personal development, such as separating personal life from work life; organizing blocks of work time; making the most of time spent in the office; and learning how to avoid feelings of isolation.
Changing TerrainIn today’s work environment, the terrain is changing and so are industry boundaries. For managers, this means that the boundaries of their experience are crumbling. Experience no longer insures that one knows more. Authority must rest on one’s capacity to learn and adapt, as well as one’s experience in the industry. Managers are needed who have imagination and who are able to take risks. Organizations will need to unleash corporate imagination and turn planners into dreamers.
In light of these changing boundaries in the work system, the criteria for selecting telecommuters will be different than those used to select employees in the past. Not all employees can adapt easily to telework, and tests may have to be devised to select those with the right personality type, as well as the correct work skills, and experience to make successful teleworkers. Some of the selection criteria that companies use for selecting telecommuters include:
- Proven ability to perform and high job knowledge
- Self-motivation, self-discipline, and self-direction
- A desire to make telecommuting work
- Above average skills in planning, organizing, managing time, and meeting clear standards and objectives.
Just as critical to the success of a telecommuting arrangement is the role of supervisor. Selection criteria to consider include:
- An open, positive attitude toward telecommuting
- A mutual trust and respect in ongoing relations with the telecommuter
- Above average organizational and planning skills
- The ability to establish clear objectives and desired results
- Ability to facilitate open communication and provide regular feedback
- An innovative and flexible approach to supervising subordinates
ConclusionTelecommuting has experienced phenomenal growth in recent years because it meets the needs of a new business environment that requires speed, flexibility, and a customer oriented approach. New developments in information technology have the potential to enable individuals and workteams to use telecommuting more efficiently and effectively.
Other articles in this series:Telecommuting
Information Technology and Telecommuting
Managing Out Of Bounds Telecommuting
This article has been extracted and modified from Chrispin, B.R. & Fisher, D.M. (1997). Managing telecommuters: An out-of-bounds experience. "Proceedings of the 26th Annual Meeting of the Western Decision Sciences Institute, Hawaii, USA. March 25-29, 1997."