By Kylie McIntosh
It is not just mothers who can benefit substantially from telework. The fact we live in such a large, geographically disparate country is another key reason for promoting telework.
Currently, government departments like Defence, Customs and Centrelink have recognised the advantages of utilising employees who live in remote parts of Australia to contribute to their departmental practices and policies.
In 2006, the Australian Telework Advisory Committee reported to the government in its paper titled: Telework for Australian Employees and Businesses: Maximising the Economic and Social Benefits of Flexible Working Practices.
The committee acknowledged the importance of telework and suggested that
“The existing Sensis survey template could also be built...to measure telework trends and usage behaviours for a range of other important groups, including workers with disabilities, carers, female workers, and workers living in regional, rural and remote areas.”
The committee recognised both the community and social benefits of telework including improving “work–life balance for Australian workers, reducing environmental impacts associated with work-related commuting, and improving prospects for government and business continuity in the advent of terrorism, epidemics and natural disaster.”
To read about Australian case studies examined by this committee visit:http://www.workplace.gov.au/NR/rdonlyres/39378CEC-A47E-4981-9DA0-004502E8F433/0/ATACReportTelework.pdf
Thursday 18 December 2008
Telework: the Australian way
By Kylie McIntosh
Recognising the need for contemporary workplace practice policies, the Australian Government has developed a very useful site for employees and employers. The Telework Australia site is devoted to exploring the various myths and questions surrounding working from home.
Offering guidelines, checklists and templates for organisations on how to implement flexible workplace arrangements as well as occupational health and safety issues and virtual team management advice it is a one-stop shop for those investigating working from home.
The site also provides a handy series of questions and answers relating to the topic. They cover a range of themes including how to start working from home and the technology you will require; policies for flexible working arrangements and a host of additional issues including the tax implications of working from home.
For more details visit: http://www.teleworkaustralia.net.au/
Recognising the need for contemporary workplace practice policies, the Australian Government has developed a very useful site for employees and employers. The Telework Australia site is devoted to exploring the various myths and questions surrounding working from home.
Offering guidelines, checklists and templates for organisations on how to implement flexible workplace arrangements as well as occupational health and safety issues and virtual team management advice it is a one-stop shop for those investigating working from home.
The site also provides a handy series of questions and answers relating to the topic. They cover a range of themes including how to start working from home and the technology you will require; policies for flexible working arrangements and a host of additional issues including the tax implications of working from home.
For more details visit: http://www.teleworkaustralia.net.au/
Thursday 11 December 2008
Toshiba manual assists Australian businesses adopt flexible workplace practices
By Kylie McIntosh
While many small businesses may be slow to embrace the working from home revolution, larger companies are taking advantage of flexible workplaces. Toshiba (Australia) is one such visionary.
One of the issues companies face once they agree to their staff working from home is how to regulate and monitor working conditions. Toshiba has addressed this issue through the development of its manual; A Guide to Creating and Managing a Flexible Workplace.
Toshiba identified during the survey that rather than using attendance-based criteria to assess employers, performance-based criteria would be more useful for those who chose to work from home.
Using a cross-section of employers and employees focus groups, including mothers returning to work and managers interested in undertaking flexible working arrangements, Toshiba identified the relevant issues. This led to the development of the manual.
This manual is a “practical manual for organisations and individuals interested in adopting new working practices to improve organisational culture and competitiveness. Its ultimate purpose is to help organisations improve business outcomes, such as greater productivity, through the successful implementation of flexible working; thereby assisting employees achieve greater work/life balance.” http://www.isd.toshiba.com.au/sig/sigguide.html
Benefits for Aussie workplaces
Because it was developed by Toshiba (Australia), this manual has material that can be directly applied in both Australian and New Zealand workplaces.
Toshiba ISD general manager, Australia and New Zealand Mark Whittard said the manual was developed to assist other workplaces change their culture.
“There is a great wave of New Zealanders who are questioning the high-stress urban lifestyle and looking for tangible ways they can improve their lives. Knowledge workers in particular are realising that they have more power in negotiations with employers because their skills are transferable and in demand.
“Fortunately, many Australian and New Zealand organisations are starting to
respond, and looking to solutions like flexible working, which can help them
retain their staff.
“However, flexible working is a complex issue and our intention with the guide is to simplify how flexible working can be successfully introduced and its business benefits measured, by listing the steps companies can take.”
DDI is an organisation that works with companies of all sizes to build engaged, high-performing organisational cultures. DDI general manager Mark Busine said staff retention was a key reason for adopting flexible workplace practices.
“Investigation has shown that work/life balance rates higher than
remuneration in the reasons why people stay with their employer. This is very
important for organisations of all sizes in retaining and attracting high calibre
people,” he said.
Tips from Toshiba’s manual: A Guide to Creating and Managing a Flexible Workplace.
“The guide includes seven chapters addressing the ‘why', ‘what', ‘who', ‘how', ‘where' and ‘when' questions behind flexible working. It includes:
While many small businesses may be slow to embrace the working from home revolution, larger companies are taking advantage of flexible workplaces. Toshiba (Australia) is one such visionary.
One of the issues companies face once they agree to their staff working from home is how to regulate and monitor working conditions. Toshiba has addressed this issue through the development of its manual; A Guide to Creating and Managing a Flexible Workplace.
Toshiba identified during the survey that rather than using attendance-based criteria to assess employers, performance-based criteria would be more useful for those who chose to work from home.
Using a cross-section of employers and employees focus groups, including mothers returning to work and managers interested in undertaking flexible working arrangements, Toshiba identified the relevant issues. This led to the development of the manual.
This manual is a “practical manual for organisations and individuals interested in adopting new working practices to improve organisational culture and competitiveness. Its ultimate purpose is to help organisations improve business outcomes, such as greater productivity, through the successful implementation of flexible working; thereby assisting employees achieve greater work/life balance.” http://www.isd.toshiba.com.au/sig/sigguide.html
Benefits for Aussie workplaces
Because it was developed by Toshiba (Australia), this manual has material that can be directly applied in both Australian and New Zealand workplaces.
Toshiba ISD general manager, Australia and New Zealand Mark Whittard said the manual was developed to assist other workplaces change their culture.
“There is a great wave of New Zealanders who are questioning the high-stress urban lifestyle and looking for tangible ways they can improve their lives. Knowledge workers in particular are realising that they have more power in negotiations with employers because their skills are transferable and in demand.
“Fortunately, many Australian and New Zealand organisations are starting to
respond, and looking to solutions like flexible working, which can help them
retain their staff.
“However, flexible working is a complex issue and our intention with the guide is to simplify how flexible working can be successfully introduced and its business benefits measured, by listing the steps companies can take.”
DDI is an organisation that works with companies of all sizes to build engaged, high-performing organisational cultures. DDI general manager Mark Busine said staff retention was a key reason for adopting flexible workplace practices.
“Investigation has shown that work/life balance rates higher than
remuneration in the reasons why people stay with their employer. This is very
important for organisations of all sizes in retaining and attracting high calibre
people,” he said.
Tips from Toshiba’s manual: A Guide to Creating and Managing a Flexible Workplace.
“The guide includes seven chapters addressing the ‘why', ‘what', ‘who', ‘how', ‘where' and ‘when' questions behind flexible working. It includes:
Tips on managing remote workers and building an effective organisational culture with flexible workers, including maintaining team spirit, building trust and communication amongst team mates
Suggestions on how to measure the performance of employees based on productivity and business needs, rather than by ‘presence' or time
Examples on how and why companies have implemented flexible working, including case studies from WMC Resources
Step-by-step guides for setting up flexible working practices
Worksheets, including: a cost/benefit analysis to determine the financial benefits available; employee self assessment to check individual suitability for flexible working; technology assessments; and team building
Guidance on how to secure managerial buy-in for implementing flexible working- Advice on building flexible workplace policies
Information on the practical requirements for successful flexible working, including technology requirements, home office environments.”
For more information visit http://www.isd.toshiba.com.au/sig/sigguide.html
Monday 8 December 2008
Working from home a lifestyle choice
Kylie McIntosh
While the reason for many people working from home is to engineer a work/life balance, sometimes it’s just a lifestyle choice. Sunshine Coast author Angela Bueti has worked from home for over 12 years now and says she couldn’t imagine working in a regular office environment.
“I’ve always worked in a non-traditional way; even before I had children. I love the flexibility it allows. I didn’t start working at home for the children but I can see the benefits.
“Some people say they couldn’t do it because they couldn’t separate work from home duties. But I don’t have a problem with this. I find it easy to leave the housework and concentrate on my work.
“I’m good at staying in my office and being productive,” Angela said.
Angela has run two successful workplace training businesses from her home and has recently started freelance writing for a magazine on the Sunshine Coast where she is based.
Last year Angela and her mother co-wrote a book which they subsequently marketed and distributed themselves. The story reveals the trials and tribulations of her mother’s ‘grey nomad’ adventures travelling and working around Australia in her caravan over the past 14 years, http://www.reddirtdiaries.net/
Angela said it was a difficult thing to do from her home.
“Mum and I were in different parts of Australia and it was quite tricky to align our schedules. It took us two years to write but it was worth it,” Angela said.
“I don’t think I could ever handle being an employee. I see people working in offices and they are constrained by their workplaces. I couldn’t do it even if someone paid me.”
Angela says she initially struggled with working from home because she didn’t have anyone to work with but this changed when she met her business partner.
“Clients aren’t like colleagues and in the beginning I missed the adult company and had a bit of separation anxiety. But the positive benefits far outweigh the negatives,” Angela said.
While the reason for many people working from home is to engineer a work/life balance, sometimes it’s just a lifestyle choice. Sunshine Coast author Angela Bueti has worked from home for over 12 years now and says she couldn’t imagine working in a regular office environment.
“I’ve always worked in a non-traditional way; even before I had children. I love the flexibility it allows. I didn’t start working at home for the children but I can see the benefits.
“Some people say they couldn’t do it because they couldn’t separate work from home duties. But I don’t have a problem with this. I find it easy to leave the housework and concentrate on my work.
“I’m good at staying in my office and being productive,” Angela said.
Angela has run two successful workplace training businesses from her home and has recently started freelance writing for a magazine on the Sunshine Coast where she is based.
Last year Angela and her mother co-wrote a book which they subsequently marketed and distributed themselves. The story reveals the trials and tribulations of her mother’s ‘grey nomad’ adventures travelling and working around Australia in her caravan over the past 14 years, http://www.reddirtdiaries.net/
Angela said it was a difficult thing to do from her home.
“Mum and I were in different parts of Australia and it was quite tricky to align our schedules. It took us two years to write but it was worth it,” Angela said.
“I don’t think I could ever handle being an employee. I see people working in offices and they are constrained by their workplaces. I couldn’t do it even if someone paid me.”
Angela says she initially struggled with working from home because she didn’t have anyone to work with but this changed when she met her business partner.
“Clients aren’t like colleagues and in the beginning I missed the adult company and had a bit of separation anxiety. But the positive benefits far outweigh the negatives,” Angela said.
Friday 5 December 2008
Pre-school versus school dichotomy
Kylie McIntosh
Stay at home mother and Sunshine Coast Business Women’s Network (SCBWN) Executive Coordinator, Chelsea Hunter believes Australians spend too much time focusing on mothers staying at home with their children in the pre-school years. Chelsea believes having flexible workplaces during children’s’ school years is also important.
“We tend to concentrate all our efforts on the early, pre-school years. And while I know this is a crucial time in terms of children’s development I think we need to be there for them when they go to school too.
“It’s time workplaces got their act together and became more flexible. Parents should be able to negotiate, for example, a day off a month to attend their children’s assembly. Or do tuckshop. We need to be part of their school culture as well.
“The old way of separating work and home doesn’t work any more. Society has moved on. There is a real dichotomy here and employers need to start addressing it.
“They need to realise there is no separation between work and life. We need to work to live and our lives impact on our work. We need to breakdown the division between our working and home lives.
“If you look at Gen Y you’ll see what I mean. They check Facebook when they’re at work and if they don’t have the capacity to do this in the workplace they will walk,” Chelsea said.
Stay at home mother and Sunshine Coast Business Women’s Network (SCBWN) Executive Coordinator, Chelsea Hunter believes Australians spend too much time focusing on mothers staying at home with their children in the pre-school years. Chelsea believes having flexible workplaces during children’s’ school years is also important.
“We tend to concentrate all our efforts on the early, pre-school years. And while I know this is a crucial time in terms of children’s development I think we need to be there for them when they go to school too.
“It’s time workplaces got their act together and became more flexible. Parents should be able to negotiate, for example, a day off a month to attend their children’s assembly. Or do tuckshop. We need to be part of their school culture as well.
“The old way of separating work and home doesn’t work any more. Society has moved on. There is a real dichotomy here and employers need to start addressing it.
“They need to realise there is no separation between work and life. We need to work to live and our lives impact on our work. We need to breakdown the division between our working and home lives.
“If you look at Gen Y you’ll see what I mean. They check Facebook when they’re at work and if they don’t have the capacity to do this in the workplace they will walk,” Chelsea said.
Australians no different
Kylie McIntosh
Autonomy is the most important factor for stay at home mother and Sunshine Coast Business Women’s Network (SCBWN) Executive Coordinator, Chelsea Hunter. That and the flexibility it affords.
Chelsea has been co-ordinating the SCBWN for 18 months and loves it. Since she commenced, her working hours have increased from 10 to 25/week. Prior to this, Chelsea worked four days a week in Employment and Training with Mission Australia. But she quit after giving birth to her second son because she wanted to spend more time at home with her children, four-year-old Jack and, now, two-year-old Harry.
“Work wasn’t able to reduce my working hours so I resigned and then got this job about a week later. It was meant to be. I really thought that working four days/week was too much.
“When I started working from home my husband thought it was brilliant. It took a lot of pressure off him. My previous workplace was very rigid and being a salesman he had a bit more flexibility so he used to take Jack to and from daycare.
“Now he’s able to concentrate on his job,” Chelsea said.
“I have the boys in care two days a week so I’m able to really get into my job on these days. The rest of the time I just work around them. They understand. I think it’s good for them to see me working too. It instils a work ethic in them. I enjoy working and I think work is a really good outlet for mothers.”
Chelsea has her work cut out for her as co-ordinator of the network. Her role entails registering new members, co-ordinating events, managing the website and editing the enewsletter.
But the benefits of telecommuting far outweigh the disadvantages she says.
“I love the fact that I have the flexibility to spend time with the children. And I love the fact that I have a lot of autonomy. Since my hours have increased I get to make a lot of work decisions on my own and this really empowers me.
“I really like talking to people too and sometimes I miss the social side of working as part of a team in an office environment. But the benefits vastly outweigh that negative.”
Autonomy is the most important factor for stay at home mother and Sunshine Coast Business Women’s Network (SCBWN) Executive Coordinator, Chelsea Hunter. That and the flexibility it affords.
Chelsea has been co-ordinating the SCBWN for 18 months and loves it. Since she commenced, her working hours have increased from 10 to 25/week. Prior to this, Chelsea worked four days a week in Employment and Training with Mission Australia. But she quit after giving birth to her second son because she wanted to spend more time at home with her children, four-year-old Jack and, now, two-year-old Harry.
“Work wasn’t able to reduce my working hours so I resigned and then got this job about a week later. It was meant to be. I really thought that working four days/week was too much.
“When I started working from home my husband thought it was brilliant. It took a lot of pressure off him. My previous workplace was very rigid and being a salesman he had a bit more flexibility so he used to take Jack to and from daycare.
“Now he’s able to concentrate on his job,” Chelsea said.
“I have the boys in care two days a week so I’m able to really get into my job on these days. The rest of the time I just work around them. They understand. I think it’s good for them to see me working too. It instils a work ethic in them. I enjoy working and I think work is a really good outlet for mothers.”
Chelsea has her work cut out for her as co-ordinator of the network. Her role entails registering new members, co-ordinating events, managing the website and editing the enewsletter.
But the benefits of telecommuting far outweigh the disadvantages she says.
“I love the fact that I have the flexibility to spend time with the children. And I love the fact that I have a lot of autonomy. Since my hours have increased I get to make a lot of work decisions on my own and this really empowers me.
“I really like talking to people too and sometimes I miss the social side of working as part of a team in an office environment. But the benefits vastly outweigh that negative.”
Telecommuting benefits everyone involved
Kylie McIntosh
In 2006, the Journal of Applied Psychology published the findings of 20 years of research on flexible work arrangements. The psychologists concluded that telecommuting was a win-win for employees and employers, resulting in higher morale and job satisfaction and lower employee stress and turnover. With an increased number of Americans - 45 million – up from 41 million in 2003 working from home.
According to the lead author Ravi S. Gajendran, one of the most significant conclusions was that employees loved the autonomy of working from home.
"Autonomy is a major factor in worker satisfaction and this rings true in our analysis. We found that telecommuters reported more job satisfaction, less motivation to leave the company, less stress, improved work-family balance, and higher performance ratings by supervisors," Mr Gajendran said. http://hr.cch.com/news/hrm/121407a.asp
In 2006, the Journal of Applied Psychology published the findings of 20 years of research on flexible work arrangements. The psychologists concluded that telecommuting was a win-win for employees and employers, resulting in higher morale and job satisfaction and lower employee stress and turnover. With an increased number of Americans - 45 million – up from 41 million in 2003 working from home.
According to the lead author Ravi S. Gajendran, one of the most significant conclusions was that employees loved the autonomy of working from home.
"Autonomy is a major factor in worker satisfaction and this rings true in our analysis. We found that telecommuters reported more job satisfaction, less motivation to leave the company, less stress, improved work-family balance, and higher performance ratings by supervisors," Mr Gajendran said. http://hr.cch.com/news/hrm/121407a.asp
Tuesday 2 December 2008
SAHM on a roll
By Kylie McIntosh
Telecommuting, teleworking or working from home is not a new concept for Australians. Many of us - read wives, mothers and some fathers - have been doing it for years. However, in the past five years it has grown significantly to the point where the Australian Government has a whole policy and website devoted to it. And there are legal contracts in place to help employers and employees negotiate successful working relationships.
In the 2006 Australian Bureau of Statistics census data found that 24 per cent (2.2 million) people worked some hours for their main job from home. This figure had increased 4 per cent from June 2000. See www.abs.gov.au/AUSSTATS. Of these employees 79 per cent were over 35 years old, 55 per cent were women and 40 per cent had children less than 15 years old.
In addition a whole online industry has developed with the aim of providing ideas for home-based businesses and helping employees – particularly women – track down potential employers. Stay at home mums (SAHM) or www.SAHM.com is one such site. Founded by Adrian Cappola in 2007, Adrian developed the site after several of his employees started asking if they could work from home.
The aim of this site is to provide a definitive location for mums – and dads – who choose to work from home and are looking for employers. To further this purpose Adrian has begun building a comprehensive database of people who would like to work from home. He is now in the second phase of his operation – matching people to employers. SAHM’s goal is to connect these two groups.
Adrian is committed to ‘walking the talk’ and employs stay at home mums in both of his businesses. On his books he has graphic designers, journalists, telemarketers, marketing and PR people who all work from home.
Over the coming months this site will grow to include interesting content and sites of interest to people working from home. If you have a working from home experience to share please contact Kylie McIntosh on 0418 490 514 or email her at mcintosh_kylie@sahm.com.au
Telecommuting, teleworking or working from home is not a new concept for Australians. Many of us - read wives, mothers and some fathers - have been doing it for years. However, in the past five years it has grown significantly to the point where the Australian Government has a whole policy and website devoted to it. And there are legal contracts in place to help employers and employees negotiate successful working relationships.
In the 2006 Australian Bureau of Statistics census data found that 24 per cent (2.2 million) people worked some hours for their main job from home. This figure had increased 4 per cent from June 2000. See www.abs.gov.au/AUSSTATS. Of these employees 79 per cent were over 35 years old, 55 per cent were women and 40 per cent had children less than 15 years old.
In addition a whole online industry has developed with the aim of providing ideas for home-based businesses and helping employees – particularly women – track down potential employers. Stay at home mums (SAHM) or www.SAHM.com is one such site. Founded by Adrian Cappola in 2007, Adrian developed the site after several of his employees started asking if they could work from home.
The aim of this site is to provide a definitive location for mums – and dads – who choose to work from home and are looking for employers. To further this purpose Adrian has begun building a comprehensive database of people who would like to work from home. He is now in the second phase of his operation – matching people to employers. SAHM’s goal is to connect these two groups.
Adrian is committed to ‘walking the talk’ and employs stay at home mums in both of his businesses. On his books he has graphic designers, journalists, telemarketers, marketing and PR people who all work from home.
Over the coming months this site will grow to include interesting content and sites of interest to people working from home. If you have a working from home experience to share please contact Kylie McIntosh on 0418 490 514 or email her at mcintosh_kylie@sahm.com.au
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