Tax Article - Should Your Company Take A Second Look at Telecommuting?

Some companies have been slow to try their hands at telecommuting arrangements for a variety of reasons. Perhaps they fear the technology challenges, a drop in productivity or the diminished face time with workers. But, as budgets continue to tighten and credit remains, in many cases, difficult to obtain, the cost benefits of telecommuting beckon reconsideration.

Multifaceted Savings

So just where do the cost savings lie in telecommuting arrangements? Well, for starters, when timed correctly, offering a significant segment of your workforce the option to telecommute can cut overhead expenses — in some case, dramatically.

For example, if your office lease will soon be up, maybe you can allow part of your staff to telecommute and move to a considerably smaller space. After all, you won’t need private offices or cubicles for these employees. You might save on parking, office equipment and supplies as well.

You could also boost productivity and lower operating costs. How? A telecommuting arrangement challenges a supervisor to focus on objectives and results and often bypasses or curtails “how to” disagreements and personality conflicts. Thus, you may be able to get better results from workers who prefer to work independently.

Yet another source of savings could lie in lower hiring and retention costs. For good reason, environmentally friendly business policies are all the rage. Getting the word out that telecommuting is an option could bring you top-tier job candidates who are looking to diminish their carbon footprints. In addition, you may avoid hiring costs altogether by retaining key employees with similar values.

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Upfront Expenses

Naturally, there are cost risks to telecommuting as well. Even though a boost in productivity is a possible eventual benefit, you may have to suffer through a temporary productivity setback while your workforce adjusts to the new wrinkle that telecommuting would present.

For instance, some workers who will remain in the office may initially resent telecommuters, feeling that they’re getting a “special” benefit. To head off such a problem, create a fair application process that you carefully and clearly communicate to staff.

You may need to build a case for why certain positions are more suited to telecommuting than others. Salespeople, nonsupport IT staff (such as Web designers), and editors and proofreaders are all typically good candidates for telecommuting arrangements. Explain your rationale politely and firmly and include the projected budgetary savings you’re shooting for.

You may also have to invest in some technology upgrades and spend a little more time ensuring that your company’s sensitive data won’t be threatened by outside workers logging in to your network. Fortunately, with personal computers and home Internet access so pervasive, it’s likely never been easier for workers to telecommute than it is right now.

One Choice Among Many

So is now the ideal time for your business to introduce a telecommuting program? Maybe. Such a benefit is one choice among many to potentially cut costs and keep your staff happy in a challenging economic climate.

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