To assist local businesses to quickly establish a telework option for their employees during emergencies or pre-planned work disruptions, Commuter Challenge is providing the following Six Steps to Jumpstart Telework.

Telework is an innovative business solution that enables employees to work at home or at an alternative work site so critical business functions can continue even when it might be difficult to get to the office, such as for a winter storm emergency or a local event that is expected to increase traffic congestion.
According to Heather Engelbrecht, Program Coordinator for Commuter Challenge, "Keeping business moving forward is a priority for us. Telework is an excellent work option for many employers and their employees to use during work disruptions." She added, "And once you try telework, you will see firsthand how effective it can be when used year round, as well."

Six steps to jumpstart telework for your business:
1
Secure support from management for a temporary telework program with a specific start and end date, and notify supervisors and employees of the option. Both formal and informal telework programs already exist at a number of Washington employment sites. Sharing documented successes and benefits from case studies may help management and supervisors embrace the temporary or trial program.

2
Choose employees who have appropriate job functions and who work well independently. Some activities that lend themselves to a quick jump-start to telework are research, writing, editing, analysis, processing paperwork, computer programming, accounting, and sales. Be clear that work options are a perk and a business tool, implemented with mutual agreement, not an employee right.

3
Identify work objectives and tasks to be accomplished by the teleworker for one to five days away from the office each week of the temporary or trial telework program. Start planning now which upcoming tasks and projects would be ideal for telework days.

4
Help employees prepare for working away from the office. Preparation can be as simple as an agreement between the employee and the employer to use the employee’s computer and phone line or borrowing a laptop computer from the office. A process for reimbursing long distance calls should be decided ahead of time. During the temporary or trial period, a buddy or office helper system could be set up to ensure as many employees as possible can work from home each day, while maintaining coverage and assistance at the office if your building remains accessible. Remind teleworkers to take information and supplies needed to accomplish work at home, such as letterhead, envelopes, databases and files.

5
Remember that teleworkers are simply a phone call or email away from the office, and conference calls are an excellent tool to include them in meetings. Supervisors may want to call or email teleworkers often during the trial period to ensure the flow of communication if work groups are accustomed to frequent in-person exchanges. Teleworkers should check office voice mail periodically and return calls promptly or even refer callers to their home telephone number, if appropriate. Providing pagers and cellular phones may be options to consider for key employees.

6
Trust your workers. Measure job performance by results, outcomes, or deliverables, not by whether or not you actually observe the work being performed at the office. A number of businesses cite increased employee productivity, effectiveness and satisfaction due to telework. During the temporary or trial period, supervisors and employees may find it beneficial to maintain a work log or to track telework products and outcomes.

"It is important to evaluate the telework trial and then consider adopting telework as a permanent work option and part of your permanent emergency planning," Engelbrecht says. "Short-term necessity sometimes presents you with long-term solutions – your organization may have encountered an opportunity to experiment with the workplace of the 21st Century."

If you decide telework is a good fit with your business goals and want to make the options of part-time, full-time or as-needed telework available in a permanent program, below are a list of other resources to consult. You also may call 206-389-8656 or email Commuter Challenge.

Commuter Challenge is a non-profit organization dedicated to assisting King County employers reduce commute trips. It is housed in the offices of the Economic Development Council of Seattle & King County.

Web resources
www.telecommute.org
The International Telework Association and Council's web site includes on-line "workshops" and other information on how to implement a telework program. It includes a national directory of telework-related member web sites.

www.govlink.org
This joint web site features regional weather and traffic related information from Seattle Transportation, the King County Department of Transportation and the Washington State Department of Transportation. It includes emergency preparedness tips and a link to request traffic and transit email alerts.

www.commuterchallenge.org
Check out our on-line Resource guide for telework case studies and additional information and publications on telework and emergency management.