Honey! I Can’t Find The ‘Remote Control’

Ah, I love the sound of the ocean hitting the sandy beach. As I type this, I am sitting at a beachfront bar in the Cayman Islands watching the most colorful sunset I’ve ever seen. Lucky me, huh? I am fortunate enough to have the benefit of remote access – meaning I have access to my company’s information from virtually anywhere at any time which allows me the privilege to work from home when it is convenient or, as it is, when I am on vacation in the Caribbean.

As I glance next to me, I notice my husband is busily texting away on his Blackberry. It goes without saying that he fits into the young-professional (YP) mold: attached-atthe- hip-no-second-to-lose-texting-on-thego- multi-tasking-work-everywhere-computer- and-technology-eating-monster (I call him Hubby for short). If you are a YP or you employ YPs, then you know what I am talking about. Employers have found it essential to give their YPs the opportunity to work remotely. The benefits and costs of doing so, however, have a lot to do with the characteristics of the YP workforce: independent, resilient, adaptable, technology-driven, and creative. These characteristics can be positives for those who employ YPs in their workforce and, they are strong characteristics in support of providing flexibility in the work environment.

There are definite pros and cons that employers should consider before allowing employees to connect remotely. From an employee perspective, remote access fosters flexibility, supports work-life balance and leads to greater job satisfaction. Higher levels of job satisfaction result in lower levels of voluntary separations, saving employers thousands of dollars in annual turnover costs. Permitting remote access will allow YPs to work in an environment that encourages the highest level of productivity. Keeping your workers connected provides you (and them) more flexibility in how a project is produced or how a pitch is made. That is, you have the ability, if necessary, to add comments to an important presentation while your employee is on a plane knowing that it will be download from the Blackberry before the meeting with the client. All of this enables you, as the employer, to create an organizational philosophy that supports success for your employees and for your firm. While the benefits to providing a flexible work environment by permitting remote access are numerous, it is important for employers to consider the cons as well. By following these 10 steps, you will reduce the chance of losing your “remote control.”

1. Take the time to fully define your “remote control” program, including information on the goals and scope of the program as well as participant eligibility and selection process;

2. In your program, define who is responsible for which costs relating to setting up a home-based office, computer equipment or other office supplies;

3. Be sure that confidential information, allowable and unallowable uses of technology – including tasks that should not be permitted, are addressed;

4. If company-owned equipment is provided, require your employee’s signature on a property-issuance form identifying the equipment issued to the employee, value of such equipment and policy should the equipment be damaged or not returned when requested;

5. Examine each position in your company and determine which are suitable, and therefore eligible, for remote access;

6. Create a home-safety checklist for the employee to complete – be sure to include such items as smoke detector, electrical check and fire extinguisher;

7. Identify security measures and responsibility of the employee for others living in the same household who may have access to company-owned equipment or software;

8. Be sure that your program is issued equitably – review the rationale to ensure that it is sound and upholds fairness in the workplace;

9. Require employees to sign a policy and agreement prior to granting access;

10. Check with your insurance provider to be sure that the employee’s home office and computer equipment is covered under your policies – check with your workers’ compensation provider as well;

As an employer, you need to make sure the work environment you offer is suited for your most talented employees. There is no doubt that young professionals thrive in an environment that provides freedom of thought and expression and an openness that fosters creativity. However, it is essential that a comprehensive program is designed and implemented that outlines the responsibilities of both parties. After all, it’s never fun when you lose your “remote control.”