Telework is a growing trend and thanks to cheap and efficient internet-based technology of the last few years, the 9-5 communal office is not always the most beneficial way to get maximum productivity from your staff. Both employers and employees alike are seeing the benefit of working from home rather than insisting on the office-based environment. For employees with disabilities, telework could be beneficial and practical for all parties concerned.
Introducing the possibility for your employees to work from home can be hugely beneficial to your business but you will need a clear plan of how it might work. Logistically, there is a lot to think about and thankfully, there are already clearly defined programmes, presently working in the real world, which allows businesses to diversify to home-working employees. One of the best-known systems is the Results Only Work Environment or ROWE.
So what is ROWE and how does it work? In a move designed to reward productivity rather than hours worked, ROWE seeks to encourage managers to think about achievable goals for their department and for individual employees. The number and pattern of hours worked is irrelevant – this is about agreed achievable targets. Through it, businesses no longer need to work on the minutiae of their employees, merely their output. It seems to be working – ask clothing retailer GAP who fully embraced the method in 2008.
Telework is ideally suited to the ROWE method for its philosophy of working practice and patterns. The benefits for both employers and employees include:
- A focus on performance and targets leads to greater efficiency during a working day. Neither employee nor employer is watching the clock. The employee can use their own judgement on when to start and stop work and to take necessary breaks
- Employees who work from home and use the ROWE method report higher levels of job satisfaction from the flexible nature of the work pattern – set hours are a thing of the past, so long as scheduled tasks get done on time
- It builds trust between the employer and employee. Never underestimate the greater satisfaction that employees get from greater autonomy and accountability
- The employee will develop a greater understanding of the importance of business targets – why a certain project is vital to the company or why this target must be reached by the end of the month
Employees can be recognised and rewarded for measurable results
Have you heard of ROWE or seen it in practice before? What do you think of it? Leave us a comment below and we can start a conversation about it.
Despite the fact that one in four Australians have a disability of some description, the employment statistics are shocking! 54% participate in the workforce compared to 84% of the general population. Telework, or working from home, provides a number of benefits to those who are able and willing to work but are restricted by a disability. Here are some great reasons why telework is going to totally change employment participation for people with a disability.
- Accessibility – Access to the building of a place of work and transport are the biggest barriers to the employment of people with disabilities
- Based on other studies from around the world, telework will increase disability employment levels anywhere from 3,230 (for those will a mild disability) to 14,868 (inclusive of all people with a disability in Australia)
- 9% of all people with a disability who are able to work identified flexible working hours as a major barrier – telework permits flexible hours
- A similar percentage identified transport as the biggest barrier – telework negates the travelling associated with most work
- A massive 66% of people not presently employed due to disability said they would take up a job if telework was an option
- Independent living modifications will already be present in the home – the environment will be suitable for their particular disability
- Technology necessary for a home offices is no longer cost-prohibitive – VoiP and Cloud technology makes for easy file sharing and communication
- A lack of flexible working hours is also a barrier to carers – a telework arrangement will help them work and remain focused on their caring commitments
- The Commonwealth Bank of Australia piloted a telework test scheme and calculated a 27% increase in productivity
- It’s good for morale too – over 70% of all employees who had used a telework option said they were happier in their jobs
- This in turn means your employees are less likely to leave. Replacing them can be expensive
- Geographical location need no longer be a barrier to employment
- Telework will allow people with disability to engage more fully in employment, productivity will increase and employees will overall be far happier in their jobs
Do you have any more reasons why telework is awesome, or even a personal story? Leave a comment below and tell us all about it!
We have some very exciting news here at Enabled Employment, we have been accepted into the GRIFFIN Accelerator! This is HUGE news for us and means we will have some big employers on board very soon!
About the GRIFFIN Accelerator
The GRIFFIN Accelerator is a start-up accelerator in Canberra, Australia. Once a year entrepreneurs are invited to apply for a place in the 3+3 program for the opportunity to validate their idea, develop networks and fine-tune their business model.
The GRIFFIN Accelerator model is unique: shortlisted applicants will gain access to a 3 month program with $25,000 for customer validation activities, in return for 10% equity. At the end of this 3 month block, a select number of Griffin start-ups will be invited to continue for another 3 month intensive program with an additional $25,000 instalment for a further 5% equity. The core agenda is to form and support new innovative companies; providing a structured high growth path so start-ups exit the program with an investible proposition or revenue generation.
The GRIFFIN Accelerator, Canberra, draws experience from a pool of mentors, each with entrepreneurial experience, skills and experience in the government sector, or a significant technology industry network. GRIFFIN mentors get involved. They provide sage advice and get their hands dirty when projects need a boost. A mentor is married to each project, acting like a case manager to ensure the participants are headed in the right direction.
If you would like to know more out the Griffin Accelerator you can visit their website.