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Telecommuting should be tailored to employers’ unique needs

Forty-five percent of organizations offer telecommuting arrangements, a jump from 35 percent in the past few years, but as major employers, such as Yahoo and Best Buy, have ended their telecommuting arrangements, it might cause others to consider a similar move.

By Amanda McGrory-Dixon | Updated on March 20, 2013

Forty-five percent of organizations offer telecommuting arrangements, a jump from 35 percent in the past few years, but as major employers, such as Yahoo and Best Buy, have ended their telecommuting arrangements, it might cause others to consider a similar move, says Aon Hewitt, a human resources consulting firm. However, an employer should not just look at what other companies are doing but examine its individual needs and whether telecommuting makes sense for its situation.

 “While we do not expect to see a huge flux of companies banning telecommuting, it does open the door for other companies to at least consider whether virtual work makes sense for their own work force today,” says Carol Sladek, work-life consulting lead at Aon Hewitt. “It’s important for employers to remember that virtual work programs are not one size fits all. They need to consider how to best balance work force productivity with initiatives that attract, engage and retain top talent. This balance is particularly important in today’s increasingly global and mobile work force.”

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