Telecommuting

1. Job Sharing - Perhaps one of the oldest flex-time options is job sharing. In this case, two workers usually each work half time, comprising one full-time equivalent (FTE) employee. For this type of plan, tasks, roles, and responsibilities need to be closely coordinated to ensure optimal productivity.
2. Flex-Time - A second plan allows for employees to work different hours, which usually involves them coming in to work either earlier or later than most of their counterparts. For instance, instead of working 9 a.m. to 5 p.m., flextime employees might work from 7 a.m. to 4 p.m. or 10 a.m. to 7 p.m.
3. Alternating Work Days - Another option allows employees to alternate between a four-day week and then a five-day week, thus permitting a traditional two-day weekend followed by an extended three-day weekend. Or, if your business allows it, employees can work ten days straight (including weekends) and then enjoy four consecutive days off. Or they can work four, ten-hour days every week and then have three consecutive days off. The possibilities here are only limited by what works for your business.
4. Give and Take - In companies with peak periods, such as accounting firms or tourist businesses, employees can work many more than forty hours each week during the busy season(s), and then enjoy shorter weeks in the less-busy season(s). Closely related to this seasonal plan is “comp time” which refers to employees working more hours than usual each week but not being paid overtime for this overage. Instead, employees can leave early some days or take a day off to balance out their hours.
5. Project-Based Pay - In many companies, some employees’ job responsibilities are primarily project-oriented as soon as one job’s completed, the employee can simply go on to the next task. With this type of job, an option here is for the employee to be paid on a project basis by deciding how long the task should take and what the remuneration will be for that responsibility. And the employee can take time off between projects if they finish sooner than planned. In this instance, the employee functions much like an external consultant who’s hired on a project basis.

If you’re concerned that your employees might take advantage of your good nature and not be working when they should be, these tips will help ensure the greatest degree of success.

Your goals for any employee working flextime need to be clear.

The goals must be both specific and action-oriented so they can be measured at the end of the work period. And both of you need to agree on the actual scope of work. And it’s critical, especially when it comes to telecommuting, that the mode of transmitting the end result be unambiguous. For example, do you want work details or the end product to be communicated by phone, internet or in person? Are rough drafts and a phone call sufficient or do you need a polished report?

An employee’s exact role in the company must be clearly defined.

Each person–manager and employee–must know the expectations and responsibilities of self and others. Each person must also know exactly who does what and with whom and who is responsible for whom. This is especially true when you have employees working outside the office and communicating only via phone or e-mail. When role clarity isn’t ensured, confusion, blame, dissension, antagonism, and a lack of productivity often result.

Determine the frequency and mode of communication you require before your employees begin working their flextime schedules.

Employers vary on the amount of control and contact they want or demand from their employees. Some bosses want a written summary of a week’s efforts first thing Monday morning; others are satisfied with a phone call. Still, others believe that a face-to-face meeting is essential. Figure out what you need to feel comfortable with the work your employees are doing and set some guidelines.

Establish some regular working hours for your flex-time and telecommuting employees.

It seems the less often an employee is present in the office, the more that people need to get in touch with that person. The telecommuter needs to outline a usual time that he or she will be available by phone or e-mail and also set a regular time for coming into the office. Many employers with flextime and telecommuting employees have discovered the concept of “core hours.” This is the time all employees must be physically present at the business location for a set amount of time on a specific day. Knowing, for example, that all employees will be available for a meeting every Tuesday from noon to 2 p.m. can go a long way to decreasing the anxiety of flextime.