Not all positions or employees are ideal for teleworking.  Ask yourself the series of questions below to see if you or your employee is a good candidate.

• Can tasks can be completed independently? If part of a team, can work can be done independently for project?
• Does the position involve desk-based work that could be completed outside of the office (analysis, research, evaluation, administrative tasks, etc.)?
• Can the employee’s home office easily be equipped with the technology and materials needed to access work electronically?
• Can the manager assess productivity without face-to-face interaction? (i.e., the quality and quantity of work completed is measurable and based on deliverables)
• Can the employee plan ahead of time which tasks can be completed while teleworking?
• Is the employee able to spend an entire day doing only desk-based work?
• Can the employee limit face-to-face meeting with other people/organizations to

  

  According to research done by Global Workplace Analytics.

  certain days of the week?

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.