Devoted to Managers and those that seek to improve their management skills

Last post we talked about the importance of teleworkers, especially for companies that have the great majority of their work done through computers. We are using the Patent and Trademark Office growth in this area as a case study.

This post let's talk a little about another important aspect of this that is critical to success - the ability to measure the work of those not physically in the office.

This is an area that causes some managers to resist this inevitable trend. One of the keys according to the PTO is that their "employees have objective and well-defined performance goals."

The key word it seems is objective. First they can't be elusive or feel-good goals but rather goals that are simple to look at and measure. When the worker and manager understand these objective goals, then there is no need to fear or attempt to micromanage from afar. If the goals are met, then the job has been done.

Second it is also important to consider that the goals are 'well-defined.' There is no uncertainty here in what it is that is expected. It is the execution of measurable requirements that make the program work.

Consider this in your telecommuting strategies and you will be able to have a successful transition to this way of doing business.

Are there other things that you have implemented in your business or department that has helped in this process? Tell us about it.