Are your managers, IT and HR all on the same page about whether to let employees telecommute if they ask?

These six questions can help you create or revise a policy on telecommuting, according to Computerworld columnist Tam Harbert has some advice:

1. Can (and should) this particular person work at home? Some jobs obviously require the employee to be on-site. For others, it’s a gray area. A good rule of thumb: If people could go an entire week without leaving their desks, they’re probably able to telecommute.
2. How will you watch performance? This varies from position to position, but the important thing is for managers to know how they’ll evaluate employees before the company agrees to allow off-site work.
3. Will creativity/quality suffer? It’s not just whether or not work gets done that managers need to watch out for — it’s also the quality of employees’ work. With some people, motivation might go down the tubes once they’re in the comfort of their own homes.
4. What about collaboration? Even in jobs that can be done alone, communication with others is still necessary in most cases. Figure out how IT will keep people connected.
5. What about those that are “left behind?” Studies have shown that job satisfaction goes down for office employees with co-workers who telecommute. Making sure communication tools are in place is one way to help. Also, make sure telework privileges are handed out fairly and consistently to avoid grumblings about some folks getting favorable treatment.
6. Do you have an exit strategy? It’s not uncommon for companies to cancel telecommuting arrangements after deciding it wasn’t the best option. Make sure employees understand they aren’t permanently freed from the confines of the workplace. Things change, and you don’t want employees to think telecommuting is a right.

Tags: commute, HR, IT, managers, telecommuting