For U.S. businesses, making the transition to go mobile represents a triple win: It provides workplace flexibility for employees to telecommute or adapt other forms of telework, improves productivity while reducing costs, including reducing the amount of office space needed, and contributes significant environmental benefits in the form of reduced energy consumption and carbon emissions.
While I don’t think the main reason companies should implement workplace strategies and technologies is so employees can work from home (I think the main reason is to support distributed teams), some studies and surveys around telecommuting (another common name for work-from-home) have come out recently.
• in a 2008 survey of 1400 CFOs, one-third said telework arrangements are the best recruiting inducement, while half said it was the second-best (after salary)
• since transportation represents about 26% of (Green House Gas) GHG emissions worldwide, telecommuting is the biggest way to achieve significant reductions in GHG, with a relatively small investment in technology and infrastructure
We are seeing lots of surveys telling us that telecommuting is not only one of the strongest recruiting tools, it’s also one of the biggest retention incentives. These are both good news in these tought economic times for cash-strapped companies, as well as now that recruiting is becoming a little harder again.
Of course, if a company invests in technology and infrastructure to enable its employees to work well together, and to work from everywhere, then these same investments already include what most people need to telecommute.
So why not take advantage of these investments you’ve already made, and use them to offer telecommuting as both recruitment and retention incentives?
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