Archive for May, 2018

Katy freeway (I-10) in Houston, Tx

Discussion of Telework Continues

Last week, I discussed the April 11th Kojo Nnambi Show from WAMU, where he explored telework and further delved into some of the issues pertinent to telework. How important is telework, not only to the federal workforce, but to local and state agencies as well as the private sector?

According to a study conducted by the Office of Personnel Management (OPM), 68 percent of the employees who telework have indicated they would stay with their job versus 62 percent of those who do not telework. Employees in the federal work-force are getting older, so having someone who wants to stick with their job in the long-term is a benefit in itself.

The first question employers will ask is, “does telework make a work force more productive?” Research from the Global Workplace Analytics indicate the following

  • Over two-thirds of employers report of increased productivity among their telecommuters.
  • Best Buy, British Telecom, Dow Chemical, and many others show that teleworkers are 35-40 percent more productive.
  • Businesses lose $600 billion a year in workplace distractions.
  • AT&T workers work five more hours at home than their office workers.
  • JD Edwards teleworkers are 20-25 percent more productive than their office counterparts.
  • American Express workers produced 43 percent more than their office-based counterparts.
  • Compaq increased productivity 15-45 percent.

I am especially interested in whether telework will reduce employee attrition and how traffic congestion plays a role in an employees’ considering another job. Research showed the following results:

  • Losing a valued employee can cost an employer $10,000 to $30,000.
  • 46 percent of companies that allow telework say it has reduced attrition.
  • 14 percent of Americans have changed jobs to shorten the commute.
  • Almost half of employees feel their commute is getting worse; 70 percent of them feel their employers should take the lead in helping them solve the problem.
  • 92 percent of employees are concerned with the high cost of fuel and 80 percent of them specifically cite the cost of commuting to work.
  • 73 percent feel their employers should take the lead in helping them reduce their commuting costs.
  • Two-thirds of employees would take another job to ease the commute.

Other benefits sited through the Analytic research included:

  • Improves employee satisfaction – Two-thirds of people want to work from home.
  • Reduces unscheduled absences – Organizations that implemented a telework program, realized a 63 percent reduction in unscheduled absences.
  • Saves employers money – Nearly six out of ten employers identify cost savings as a significant benefit to telecommuting.
  • Increases collaboration – Once the technologies are in place
  • Equalizes personalities and reduces potential for discrimination
  • Cuts down on wasted meetings – Web-based meetings are better-planned and more apt to stay on message.

The one thing from Kojo’s Show that really hit me was the revelation that if you have bad telework experiences, it is generally an example of bad management. It is a sign of not really thinking out the complexities of the modern work force and how to fairly treat all employees, whether they telecommute or not. If there are problems with telecommuting, there are probably problems with the overall workplace.

Working-from-homeWe know that some jobs just are not appropriate for telework. More collaborative and problem solving can best be achieved with all employees at one location for proper discussion and dialogue. But that is why we have conference calling and webinar capabilities that allow people to share computer screens.  Again, a clear telework policy is necessary. It’s not easy, but nothing worth achieving, is ever easy.

It is important to encourage telework where appropriate, for that matter all Transportation Demand Management (TDM) options, to reduce solo driving. TDM options include carpooling, vanpooling, Guaranteed Ride Home, employer shuttles, flex workdays/ workweeks, etc. Financial incentives are very important to encourage potential employers to incorporate TDM (including telework) into their regular business operations. There are many such program that are available, and it is always easier to use a carrot rather than a stick to initiate a positive action. More information on telework and financial incentives, in this region and across the country, is available below.

  1. !VA
  2. Telework.gov
  3. Telework: Maryland and Virginia
  4. Tax Benefits Gives Added Incentives to Telecommuting
  5. San Diego Association of Governments
  6. Commuter Connections Flextime Rewards
  7. Georgia – Commutesmart

Please provide your thoughts in the comment section whether telework has been successful, or not, in your company or agency. Yes, we want to hear from you!

James Davenport is a TDM Employer Outreach Specialist, on contract with the Virginia Department of Transportation. Before that, James worked for Prince William County/Department of Transportation as a Regional Planner. In that capacity, he represented the county in regional forums and worked with planners and staff from other localities and transit agencies to help the region plan for its transportation future. For many years, James worked with the National Association of County as a project manager providing education and outreach to county officials, staff and key stakeholder groups on planning issues such as transportation, water quality, collaborative land use and economic development.

Katy freeway (I-10) in Houston, Tx

Are the Feds Pulling Back from Telework?

On April 11th, Kojo Nnambi had a show in which he explored Telework and the federal workforce. Mr. Nnambi introduced Max Stier who is President and CEO of the Partnership for Public Service and Nicole Ogrysko who is a Reporter for Federal News Radio. They discussed, among other things, how prevalent telework is in the federal workforce, the benefits of telework, the potential for abuses, and the relationship between telework and worker productivity.

Approximately one-fifth of the federal workforce telework, at least part of the week. According to Mr. Stier, technology makes it possible for most federal employees and they like it because it allows flexibility and it helps employees avoid the terrible DC rush hour traffic on some days. Telework can also be a great way to attract quality employees. It is a challenge for the feds to attract and retain candidates when in competition with the private sector that may offer positions with higher salaries and more benefits.

Credit:  WTOP

Credit: WTOP

So why did the Secretary of Agriculture move to reduce the number of days an employee will be able to telework? Ms. Ogrysko stated it is an unexpected action, especially since Office of Personnel Management (OPM) put out a recent report that stated employees are happier and more productive if they telework. Apparently, the Secretary was walking through one of the USDA buildings and he was exclaiming, “where is everyone?”.

As with any policy, there have been problems with telework in the past. Both of the panelists referenced some issues with Patent and Trademark office, though they didn’t specifically identify the abuses. They remarked that with the federal government, there is a lowest common denominator in which the federal government will avoid problems instead of improving on its success. Additionally, relative to federal work-force policy, the U.S. Congress has a history of focusing exclusively on the bad actors and making an example of them for political reasons.

Some of the comments from the callers expressed both support and opposition to telework. Some felt it would be an excuse to do anything but work, take time during the work day to run errands, go to doctors’ appointments, go grocery shopping, etc. But there is technology for the employer to know if someone is online and working. One critic noted the vulnerability of cyber hacking with telework, but Mr. Stier noted that in theory, the feds should have appropriate tools in place to secure the work environment, whether working physically at the office or remotely.

One caller stated she actually contributes more hours when she teleworks than when she is physically at the office. I have teleworked myself, and I find it easy to work more hours in a day, especially in the afternoon, when you are working to get something finished before the day ends and you don’t have an upcoming commute home. Another caller noted benefits for employees with a disability or health issue, since they are not having to deal with the commuting challenges every day during the week.

The consensus among both panelists is that any abuses in teleworking may be a sign of bad management. The feds need a clear telework policy, but this is true for the private sector as well. It is not prudent to allow the problems with telework to overcome the clear value of telework to the federal agency or private company.

It is not clear if this initiative to reduce the use of telework is being done holistically or piece by piece by individual agencies. In either case, the federal agencies should be learning from each other to consider the advantages and disadvantages, so they can determine if telework would be appropriate for their work activities.

 

James Davenport is a TDM Employer Outreach Specialist, on contract with the Virginia Department of Transportation. Before that, James worked for Prince William County/Department of Transportation as a Regional Planner. In that capacity, he represented the county in regional forums and worked with planners and staff from other localities and transit agencies to help the region plan for its transportation future. For many years, James worked with the National Association of County as a project manager providing education and outreach to county officials, staff and key stakeholder groups on planning issues such as transportation, water quality, collaborative land use and economic development.





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