What comes to mind when the word “teleworker” comes up in discussion? You may think of an entry-level 20-something parent sitting on the sofa with their laptop on the coffee table and a little one running around singing “Twinkle, Twinkle Little Star.” Truth is, the average teleworker is a 49-year-old college graduate bringing home about $58,000 a year. The teleworking trend is growing – and in some form – 88% of organizations offer working from an out-of-office location. So, is teleworking an option for your organization? Take a look at some of the pros and cons to decide.

Pros

Increased Productivity

Without the distraction of other employees, teleworkers are able to focus on work. The increased attention span from home increases productivity by 55%. Additionally, without the need for a car, working during bad weather is no issue for employees that would otherwise have to travel in unsafe conditions. Three out of four teleworkers say they have the resources to work from home under blizzard or other disaster-like conditions.

Better Work-life Balance

Working from home, employees have more flexibility to stay home with their child or take their spouse to the doctor. Millennials – the emerging workforce – want a better work-life balance. So, the work-life balance teleworking offers could mean the difference in attracting or discouraging that coveted fresh STEM graduate.

Saves Time

Imagine sitting in the car as traffic has dropped to a measly 10 mph. The board meeting was 10 minutes ago, and there is nothing to do but sit in traffic. Teleworkers have the luxury of using video technology to attend meetings and interviews without leaving their home office. Not to mention, part-time telework would reduce work-related car travel to 112 billion miles per year.

Decreased Overhead Costs

Teleworking doesn’t just benefit the employees. Companies who allow their team to telework can save $11,000 per teleworker. Saving extra money by hiring teleworkers, or at least allowing them to work out-of-office part of the time, gives companies greater flexibility for catching up to the technological advancements trending in their industry.

Cons

One-time Technology Cost per Teleworker

While it can save the company money in overhead, they still do have to pay for the technology for their teleworkers to be able to work from home. Whether that’s a computer, fax machine, scanner, or a webcam, that costs money. If the employee is required to have certain technology, they can’t be required to purchase them.

Lack of Social Interaction

No interpersonal communication can damage company culture. That absence of social interaction between employees can leave them disconnected from each other. For example, 75% of managers say they do trust their team; however, seeing them face-to-face would solidify that trust.

Disconnection to Company

Teleworking frequently could lead to a decreased loyalty to the company itself and, in turn, raise the turnover percentages. Some employees need that social interaction to perform better at work and see teleworking more of a solution to family emergencies rather than a permanent key to working at the office.

As with any change; there are good and bad sides to teleworking. Emerging Millennials like the flexibility teleworking offers; however, nothing can completely replace in-office work. The videos, emails, phone calls, etc., only allow for a certain level of connection with the company culture. Although those little forms of social connection are enough for some, others require face-to-face connections at work. However, it increases the quality of work-life balance for those who at least part-time telework. Companies have to be the ones to make the move towards a teleworking atmosphere. It is appealing, but it won’t work for every organization, nor would it work for every individual in the organization. Decide whether the pros outweigh the cons for your company.

Bio: Julie Salerno, VP Sales

Julie Salerno provides guidance and leadership to GreenJobInterview’s sales team and is responsible for the ongoing growth of the company’s revenues and profitability. She is involved in strategic planning, helping to managing the company’s resources, and improving its business processes.

Previously, she served as a partner and senior executive recruiter at Personnel Strategies, Inc.

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