Teleworking takes off in Atlanta

- Nonprofit groups create a telework start-up
program loaded with incentives -

Georgia's Clean Air Campaign telework program provided 13 participating companies with up to $10,000 in consulting services and up to $10,000 in reimbursement funds for staff time spent developing and implementing a telework pilot. In return, these companies had to commit to creating or expanding their telework programs.

Results of the program:

• 1,800 new teleworkers in the Atlanta metropolitan area

• teleworkers save an average of 107 minutes each day they telework by not commuting - and most often that time goes right back to the employer.

• More than 70% of respondents said they typically use the extra time to do more work.

• Employer reported significant bottom line benefits, including increased productivity, improved morale and even savings on office space."

• Morale . Almost 90% of teleworkers reported improved morale because of teleworking, and 80% of managers agreed that staff morale was up as a result of teleworking. More than 65% of teleworkers said they're less likely to look for another job as long as they can telework, and more than 45% of managers said that teleworking gives the employer a competitive edge.

• Productivity improvements: More than 80% of workers reported no problems completing their work while teleworking, and 74% reported an increase in their productivity. On the managers' side, 85% reported that productivity increased (by an average of about 20%) or stayed the same. In addition, 91% of managers said that work quality was not hurt by teleworking, and 52% of managers said supervising teleworkers took no more time than supervising non-teleworkers.

• Technology is key . Participating companies invested or improved their computer technology, remote access and telephone systems. Companies with good remote access options found it easy to telecommute more often, according to Clean Air Campaign.

• Execution matters . Among the lessons participating companies learned is that telework training for employees and managers makes a difference, as does selecting the right employees for teleworking and having solid management approval. Formalizing existing programs lets organizations increase participation, the group says.