Not all positions or employees are ideal for teleworking. Ask yourself the series of questions below to see if remote work is the right fit:
- Can tasks be completed independently? If part of a team, can project work be done remotely?
- Does the role primarily involve desk-based work that can be performed outside the office (e.g., analysis, research, evaluation, administrative tasks)?
- Can the employee’s home office be easily equipped with the necessary technology and materials for remote access?
- Can the manager effectively assess productivity without face-to-face interaction? (i.e., work quality and quantity are measurable based on deliverables)
- Can the employee plan in advance which tasks can be completed remotely to fit a hybrid remote schedule?
- Is the employee capable of working an entire day on desk-based tasks?
- Can in-person meetings with colleagues or external contacts be scheduled on specific days to accommodate telework?
Personalities and work styles can also affect the success of a telework program. Typically, employees that are most successful in telework programs are usually:
Social. Employees that tend to talk with co-workers in the office can get more work done in a less distracting, uninterrupted environment. They are also more likely to engage with other coworkers while teleworking through online messaging, etc.
Well trained. Employees need to be confident in the ability to complete assigned duties and projects.
Independent workers. Employees who are self-motivated and have self-discipline, who manage their time and work plan well in an office setting can usually do the same in a home or remote office.
North Carolina Telework 