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Telework Research

Measuring Telework and Mobility Return on Investment: A Snapshot of Agency Best Practices

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| business continuity, environment, federal, management, roi, transportation

Mobile Work Exchange launched its Return on Investment (RoI) Toolkit, which includes a report developed in conjunction with the Office of Personnel Management (OPM) and an RoI calculator.

The snapshot, “Measuring Telework and Mobility Return on Investment: A Snapshot of Agency Best Practices,” looks at different ways agencies evaluate the success of their telework programs to demonstrate how the program is helping the agency meet its core missions at a reduced cost.

The calculator enables agencies to estimate RoI for the most commonly identified telework and mobility value factors: 

  • Continuity of operations (COOP)
  • Environmental impact
  • Productivity
  • Real estate/utilities
  • Employee retention

To use the calculator, agencies enter basic information about their employees, agency telework agreements and telework frequency, office closures due to emergencies or inclement weather, employee turnover, and transit subsidy figures. 

Download the report below and check out the calculator at www.mobileworkexchange.com/calculators/roi/.

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Comments
Anonymous Jan 23, 2014 9:50 am

Certain agencies within a department are very reluctant to allow teleworking. I believe they feel they lose control and they have the old way of thinking - that they want to see the person actually at the worksite. It is not a matter of productivity because there is a lot of chatting and unproductive behaviors at the worksite.


Anonymous Jan 23, 2014 10:07 am

I do so agree that there is a fair amount of productivity lost due to unproductive behaviors in the workplace. I also believe that sociometrics is the lifeblood of any organization. When we are all tele-working, we will have no allegiance to the agency for which we work or to our co-workers. Our co-workers as well as our supervisors become just a name in a phone book. And when you apply for a new or differrent position within your own workplace, you are just a name the same as any outside applicant.


Mobile Work Exchange Jan 23, 2014 10:12 am

Anonymous,

We're sorry to hear that. Unfortunately not everyone is aware of the benefits of teleworking. We would recommend checking out some of the recent reports on our website to see how you could build a business case for telework at your agency.

Good luck,

Mobile Work Exchange


Anonymous Jan 23, 2014 11:06 am

My organization is a subcomponent of an agency that fully embraces telework. My organization therefore feels pressured into embracing telework however a number of managers only give it lip service. Over the last year a number of managers have either rescinded the privilege of teleworking, or severely restricted it, for whole groups of employees because of a few "bad apples", i.e., those who are not effective teleworkers. The whole group is punished for one or a few poor performers rather than dealing with the individual(s). This is very demoralizing for all because we all know that poor performers are poor performers whether they are teleworking or have an office presence and managers use telework as a way to attempt to deal with it.


Anonymous Jan 23, 2014 11:14 am

As a leader of nearly 100 people, I am mostly in favor of telework for many reasons. I mostly get the same productivity, it enhances safety on inclement weather days or emergency situations, I can assist my employees back to work earlier after a major surgery once they are cleared to work part-time and as such they don't need to burn as much sick/annual leave, save on office space, and I beleive it imporves morale. On the other hand, sometimes I must fight with my Supervisors who want to see people 8-4/M-F and the ocassional employee who ruins everything and I must bring them back in becuase they are not producing. In thos cases, I hate dealing with the government unions who want to protect non-productive workers at the expense of the great workers we have, the taxpayer and the mission.


Anonymous Jan 24, 2014 8:28 am

Basically it is a matter of trust between the management and the workers. Too often the management doesnt trust the workforce to put in productive time


Anonymous Jan 27, 2014 9:29 am

Just to clarify for those who are thinking only in black and white, I think most of the discussion around telework is based on the premise that employees may telework one or two days per week or on an ad hoc basis whereby they telework occasionally. There is no loss of identity or lack of 'face time' or promotion disadvantage under such circumstances. Everyone knows you and interacts with you on a regular basis. Your allegiance to the agency and to your co-workers is unaffected, indeed, perhaps enhanced by the morale-building effects of teleworking. And after all, if you do not interact with your co-workers on as regualr a basis when you telework as when you're in the office, then you should not be teleworking at all, because you obviously don't have the mindset or the technology to handle it effectively.

For those who can handle it, it provides much-needed focus time to complete tasks that require concentration -- away from the constant interruptions and chit-chat that takes place when you're in the office. The communication with co-workers tends to be more work-focused and meaningful when you're communicating from home versus face to face, thereby enhancing productivity.

And I agree that if you use telework to save on child care, then you should not be teleworking at all.


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