We have written about the growth in telecommuting before and the benefits that it poses for both organizations and workers. However, with the growth of telecommuting it is also becoming blatantly obvious that it is not a solution for all people, nor all organizations.
Many people that have worked from home can attest that the situation is not for people who are not extremely self motivated and disciplined. A worker who is distracted and unmotivated in the office is highly unlikely to be successful motivating themselves and staying focused while working from home. However, some people find it easier to work independently and not be bothered by the noise or social aspects involved in working in a busy office.
Organizations also have their own set of challenges and benefits that accompany a work-from-home workforce. Organizations need a way to manage work-from-home employees and keep them accountable for their time which can add up to substantial up-front costs to set up work-from-home programs. However, in the long term telecommuting programs can lower real estate costs and make workers more productive.
Every organization must clearly evaluate their structure and how they could benefit from telecommuting programs and if they have the appropriate structure and if they can implement the programs and systems to manage a remote workforce.