Flexible Work Arrangements: Managing A Virtual Workforce

Telecommuting, e-commuting, e-work, telework, or working from home are types of flexible work arrangements in which employees enjoy limited flexibility in working location and hours. In other words, the daily commute to a central place of work is replaced by telecommunication links. I wanted to put this out to the group because I value your input. I work for a recruiting firm that specializes in HR contractors. That being said, I work with a lot of contract recruiters. Many of these recruiters prefer to work 75-100% off-site. They are highly qualified individuals, but they are a challenge to place because of their virtual requirement.

As telecommuting increases in the workplace, managing a virtual workforce is becoming increasingly important. Here are some questions to the blogosphere about managing a virtual workforce effectively.

From a client perspective, what are your objections to a virtual workforce?

If you allow a virtual/semi virtual workforce, do you set specific metrics of performance for that employee? What systems do you have in place to track the employee’s workflow?

Is the hesitation to work with virtual employees because of one (or possibly several) bad experience(s) in the past?

What values or drawbacks do you see from working with a virtual workforce?

To other staffing firms: How have you educated your clients to open up opportunities for this talent pool?

Let’s here from the blogosphere about managing a virtual workforce effectively.

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