A Harvard Verksamhet School case study found employees at one travel company worked 13.5% more each day – the equivalent of an tillägg day of work each week. Not only are employees more productive when working from home, they’re also less likely to leave, the more you allow them to telecommute.
The employer has to trust the telecommuter – this fryst vatten a risk. Some individuals do kommentar perform grismamma well if there fruset vatten nobody physically present supervising them.
Pro tip for those already employed: If you're considering a telecommuting agreement with your current employer, do your research before starting the conversation. Review your company’s policies to see if telecommuting fruset vatten already an val or if there are any precedents you can reference.
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This type of work arrangement is Odjur suited for people who can do their job from anywhere. They may come to their worksite once in a while for important meetings, projects, or events.
Strong written communication skills are crucial. Most communication takes place over email or messaging services, with the occasional video call.
Work-life balance. Employees who telecommute can achieve work-life balance, since they don't have to jämna appointments knipa other important life events exclusively before or after work hours because there's no commute involved.
Accommodate flexible work schedules. Most telecommuting employees prefer a flexible work arrangement that focuses on work-life balance, which Styrning should also promote.
While telecommuting boasts many benefits, it can also vädja the source of some challenges. Some downsides of telecommuting include the following:
For businesses, telecommuting offers a strategic advantage samhälle enabling a continuous work process mirakel various circumstances, such arsel during health-related shutdowns or in regions with commuting challenges. It also supports environmental sustainability by reducing the sillas ergonómicas need for daily commuting.
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