Question #3
Are You Willing To Establish Clear Ways To Monitor Staff Productivity? One of the first questions I am asked is, ”How do you monitor performance for staff that work from home?” The answer is actually quite simple. Every staff position needs, and deserves, a clear job description that includes measurable requirements, expectations and boundaries. The old stand-by where owners want staff that "are mature enough to know the right thing to do and just do it" is an excuse for leadership that is not willing to lead.

When it comes to virtual staff, job descriptions and expectations are even

My suggestion was to keep the person, and allow them to work from California. His first response was to point out that the person was not licensed in California. However, the idea was not to write new business in California but to continue their current job from a remote location. Although it took some time, this owner came to realize what is becoming a national trend - the migration to Alternative Workplaces. When, where and how people work is changing on a daily basis.

If your agency is considering Alternative Workplaces, here are 6 questions you will need to answer as you make your decision.

Question #1
Do You Have A Business Reason For Considering An Alternative Workplace? Working virtually is not "benefit" or a "perk". Creating an Alternative Workspace is no different than any other decision regarding the operation of your agency. Moving to a virtual way of doing business requires a business decision that supports how your agency does business. Here are some valid reasons to consider virtual staff:

• Difficulty in finding qualified staff
• Alternative to brick and mortar due to limited workspace
• Desire to retain qualified staff

As with any business decision, "do the math" and determine potential revenue (such as new/retained business), anticipated expense (such as the cost of expanding workspace or building a new office) and projected ROI (based on income earned or expenses saved). If you don't have a definite business decision that will make the agency money - do not consider an Alternative Workspace at this time.

Question #2
Does Your Agency Have An Open Culture and Proactive Management? Rigid agency cultures will have a difficult time adjusting to the transition to an Alternative Workplace. Even though you explain why some staff are able to work from home and others must come to the agency every day, your decision can still create resentment. If your agency is considering an Alternative Workspace, a good time to begin is immediately. Agency culture is not changed overnight. Having a flexible culture is essential to working virtually. Here are some milestones that indicate an open culture and proactive Management:

• Staff feels safe approaching Management with suggestions and concerns
• Staff has a strong level of trust in Management
• Management feels safe confronting staff with areas of needed change
• Management has created a consistent method of communication with the staff such as regular staff meetings
• Management informs staff of their plan to introduce new ways of doing business, such as changing to Alternative Workplaces

Question #3
Are You Willing To Establish Clear Ways To Monitor Staff Productivity? One of the first questions I am asked is, ”How do you monitor performance for staff that work from home?” The answer is actually quite simple. Every staff position needs, and deserves, a clear job description that includes measurable requirements, expectations and boundaries. The old stand-by where owners want staff that "are mature enough to know the right thing to do and just do it" is an excuse for leadership that is not willing to lead.

When it comes to virtual staff, job descriptions and expectations are even

If your agency is considering Alternative Workplaces, here are 6 questions you will need to answer as you make your decision.

Question #1
Do You Have A Business Reason For Considering An Alternative Workplace? Working virtually is not "benefit" or a "perk". Creating an Alternative Workspace is no different than any other decision regarding the operation of your agency. Moving to a virtual way of doing business requires a business decision that supports how your agency does business. Here are some valid reasons to consider virtual staff:

• Difficulty in finding qualified staff
• Alternative to brick and mortar due to limited workspace
• Desire to retain qualified staff

As with any business decision, "do the math" and determine potential revenue (such as new/retained business), anticipated expense (such as the cost of expanding workspace or building a new office) and projected ROI (based on income earned or expenses saved). If you don't have a definite business decision that will make the agency money - do not consider an Alternative Workspace at this time.

Question #2
Does Your Agency Have An Open Culture and Proactive Management? Rigid agency cultures will have a difficult time adjusting to the transition to an Alternative Workplace. Even though you explain why some staff are able to work from home and others must come to the agency every day, your decision can still create resentment. If your agency is considering an Alternative Workspace, a good time to begin is immediately. Agency culture is not changed overnight. Having a flexible culture is essential to working virtually. Here are some milestones that indicate an open culture and proactive Management:

• Staff feels safe approaching Management with suggestions and concerns
• Staff has a strong level of trust in Management
• Management feels safe confronting staff with areas of needed change
• Management has created a consistent method of communication with the staff such as regular staff meetings
• Management informs staff of their plan to introduce new ways of doing business, such as changing to Alternative Workplaces

Question #3
Are You Willing To Establish Clear Ways To Monitor Staff Productivity? One of the first questions I am asked is, ”How do you monitor performance for staff that work from home?” The answer is actually quite simple. Every staff position needs, and deserves, a clear job description that includes measurable requirements, expectations and boundaries. The old stand-by where owners want staff that "are mature enough to know the right thing to do and just do it" is an excuse for leadership that is not willing to lead.

When it comes to virtual staff, job descriptions and expectations are even

As with any business decision, "do the math" and determine potential revenue (such as new/retained business), anticipated expense (such as the cost of expanding workspace or building a new office) and projected ROI (based on income earned or expenses saved). If you don't have a definite business decision that will make the agency money - do not consider an Alternative Workspace at this time.

Question #2
Does Your Agency Have An Open Culture and Proactive Management? Rigid agency cultures will have a difficult time adjusting to the transition to an Alternative Workplace. Even though you explain why some staff are able to work from home and others must come to the agency every day, your decision can still create resentment. If your agency is considering an Alternative Workspace, a good time to begin is immediately. Agency culture is not changed overnight. Having a flexible culture is essential to working virtually. Here are some milestones that indicate an open culture and proactive Management:

• Staff feels safe approaching Management with suggestions and concerns
• Staff has a strong level of trust in Management
• Management feels safe confronting staff with areas of needed change
• Management has created a consistent method of communication with the staff such as regular staff meetings
• Management informs staff of their plan to introduce new ways of doing business, such as changing to Alternative Workplaces

Question #3
Are You Willing To Establish Clear Ways To Monitor Staff Productivity? One of the first questions I am asked is, ”How do you monitor performance for staff that work from home?” The answer is actually quite simple. Every staff position needs, and deserves, a clear job description that includes measurable requirements, expectations and boundaries. The old stand-by where owners want staff that "are mature enough to know the right thing to do and just do it" is an excuse for leadership that is not willing to lead.

When it comes to virtual staff, job descriptions and expectations are even

• Staff feels safe approaching Management with suggestions and concerns
• Staff has a strong level of trust in Management
• Management feels safe confronting staff with areas of needed change
• Management has created a consistent method of communication with the staff such as regular staff meetings
• Management informs staff of their plan to introduce new ways of doing business, such as changing to Alternative Workplaces

Question #3
Are You Willing To Establish Clear Ways To Monitor Staff Productivity? One of the first questions I am asked is, ”How do you monitor performance for staff that work from home?” The answer is actually quite simple. Every staff position needs, and deserves, a clear job description that includes measurable requirements, expectations and boundaries. The old stand-by where owners want staff that "are mature enough to know the right thing to do and just do it" is an excuse for leadership that is not willing to lead.

When it comes to virtual staff, job descriptions and expectations are even

Question #3
Are You Willing To Establish Clear Ways To Monitor Staff Productivity? One of the first questions I am asked is, ”How do you monitor performance for staff that work from home?” The answer is actually quite simple. Every staff position needs, and deserves, a clear job description that includes measurable requirements, expectations and boundaries. The old stand-by where owners want staff that "are mature enough to know the right thing to do and just do it" is an excuse for leadership that is not willing to lead.

When it comes to virtual staff, job descriptions and expectations are even more critical. Looking over their work during the day is not possible. Instead, Alternative Workplaces require structures such as:

• Well defined job descriptions that include measurable expectations and productivity
• Well defined consequences that includes both positive and negative results
• Scheduled reports to Management that provides accountability
• Regular communication with the virtual staff so they have regular feedback on the quality of their work

Question #4
Does Potential Virtual Staff Have A Home Office Environment Suitable For A Professional Way Of Doing Business?

Just as an Alternative Workspace needs the right person, it also requires the right work environment. A clean desk and professional workspace is important in the agency; and it is even more essential for virtual staff. The kitchen table is not an appropriate work environment. Before implementing an Alternative Workspace, Management will want to establish clear guidelines for working virtually. Some of these guidelines might include:

• A dedicated workspace with a desk
• No indoor pets, such as dogs, that can create distractions and inappropriate interruptions during business phone calls
• Adequate lighting
• No young children

Question #5
Is Management Willing To Invest In Tools, Training and Technology Required For Alternative Workplaces? Alternative Workplaces require a considerable investment in tools, training and technology. Some agencies may try to limit their expenses by asking staff to use their own computers. However, privacy laws and computer liabilities such as viruses and hacking make it essential for an agency to have equipment it can monitor and control its use.

Here are some investments needed to implement successful Alternative Workplaces:
• Computer/Monitor (If dual monitors are used in the agency, it should also be part of a virtual office)
• Printer
• Dedicated Phone Line
• Web Cam
• Internet Access

o A virtual private network (VPN) is a private communications network often used by companies or organizations, to communicate confidentially over a public network. A VPN can send data e.g. voice, data or video, or a combination of these media, across secured and encrypted private channels between two points.

o DSL: DSL stands for digital subscriber line. It uses ordinary telephone lines and a special modem to provide an Internet connection that can transmit high-bandwidth information to a user's computer. A DSL line can carry both data and voice signals. The data part of the line is a dedicated connection to the Internet and does not interfere with use of the telephone. DSL is high speed and is always connected to the Internet.

o Cable Internet: Cable Internet uses your local cable TV line to receive broadband Internet content. This data rate far exceeds that of modems and is about the same as DSL