Managing Remote Workers

If done right, teleworking yields great results. If done wrong ...

Wednesday, September 19, 2012

Good methods for managing teleworking depend on several factors: matching time zones, mutual cultural adaptation, the ability to define processes more or less strictly, and especially clear rules on the responsibilities of each of the parties: employer and employee.

An analysis of the issue appears in an article in Elnuevodiario.com.ni, which states that "Making people accountable," is one of the basic principles of teleworker management. The telecommuter needs "a set of rules in black and white" which they can follow.

As an example of the problems caused by the particularities of national idiosyncrasies, Ralph Dandrea, a businessman who employs 128 people most of whom work from other countries, says, "Argentineans really like their public holidays. They usually have one or two a month, and if one falls on Tuesday, it’s common for people to stay at home on Monday as well. On one occasion, a customer had a problem on a Friday night, and nobody contacted him until Wednesday because the Argentinean project manager had two days off. "The client was furious," said Dandrea.

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