From the Creative Class blog is part of a WSJ article on telecommuting:
“When companies allow employees to work remotely or from home, they are explicitly communicating to them that ‘I trust you to be dedicated to the accomplishment of the work, even if I’m not able to observe you doing it,’ ” says Jack Wiley, executive director of the institute, which is in Minneapolis. “It boils down to respect,” he says. “I respect you and I have confidence in your commitment to the work — to do this under the conditions and at the time you feel will be most productive for you.”
Lack of trust is a major barrier to using decentralized methods and processes that enhance information sharing and collaboration, two factors for success in a knowledge economy. However, many of our industrial organisations are not exactly jumping on the telecommuting bandwagon. Articles in the main stream press are indicators that the status quo may not last.
As I’ve been working on my own for several years now, I see first hand the advantages of distance work. It’s good for the environment, cheaper, and I’m happier and more productive when I’m in control of my schedule. Meetings are less frequent and usually more focused. I’ve noted before that collaborating at a distance is sometimes more effective than being in the same room.
Trust is the glue that holds knowledge organisations together, not rules and regulations.Â It’s something to consider when developing a recruitment and retention strategy.