Many jobs are location-specific. For example, hospitals need nurses to attend to patients and restaurants need cooks to prepare food. In both of these situations, the employee must be onsite to complete the majority of their job tasks but are there administrative tasks that don’t require on-site involvement? These tasks may be good candidates for telework.
Telework can be a powerful tool to cut costs, such as energy consumption and facility space requirements; increase productivity and differentiate your business as a progressive employer.
The key to determining whether a location specific job can include a partial telework arrangement is to analyze the components of the job:
- Which tasks do not have to be completed onsite?
- Can these job tasks be combined into a single period? For example, one to two days per week.
- Which job tasks require collaboration with others? Does this collaboration require face-to-face interaction or can the collaboration be accomplished remotely through online meetings, a shared network or other communication channels?
- Are there cross-training opportunities that would reduce the amount of onsite required for the department as a whole?
Not every job makes sense for partial or full-time telework, but it’s worth investigating. If you choose to deploy a program for your business, ensure it is carefully crafted to increase productivity and reduce inequities. More information regarding telework program design can be found here.
Do you have a successful telework arrangement you would like to share with us? We’d like to hear from you! Send us your comments below.