Re: Commute/Flex work options a Deal breaker?

["Gene Kim-Eng" <techwr -at- genek -dot- com>]

The main reasons for IM/phone availability are for the employee
to be as easy to reach as if he/she was in the office, and to help
deal with grumbles from upper management if they wander into
the office and see that someone isn't at his/her desk.  Otherwise,
it wouldn't be that much of an issue, because I wouldn't approve
telecommuting for any employee who had not already established
a track record of meeting or beating productivity expectations
when in the office or whose productivity exhibited any sign of
deterioration after telecommuting began.  I don't hire or retain 
professional employees who need babysitting.  Maybe if they 
were hourly nonexempts...

Gene Kim-Eng



----- Original Message ----- 
From: "kelly keck" <kelly -dot- keck -at- imagine-one -dot- com>
> That sounds very reasonable.  I think that the key is establishing
> whether "working from home" means having a flexible schedule or set
> hours. And if the schedule is flexible, is the worker responsible for
> still having a core time to be available by phone or IM? Either way, the
> expectations need to be clear between the supervisor and the
> employee--as well as anybody who needs to get a hold of that employee.  


> To me, the relevant question is not "Is Bob sitting at his computer from
> 8:00 to 12 and from 1 to 5?" but "Is Bob accomplishing the things he
> needs to accomplish and providing the other team members with what they
> need from him to do their jobs?"  Whether he's slacking off should be
> easy to determine.  Either things are getting done or they're not.
.
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