One + June 2011 - (Page 48)

>> ON THE JOB BY D A W N R A S M U SS E N , C M P < < The New Mobile Workforce DITCHING YOUR SNAIL-PACE COMMUTE—AND THAT IDIOT CUTTING YOU OFF—SOUNDS PRETTY SWEET. Add to that, casual dress, a double-tall java and working at your own desk with Mittens purring on your lap, and telecommuting sounds like a dream come true. And that dream is closer than you think. Company cultures are dramatically changing the definition of “workplace,” resulting in a flexibility that allows many employees to work from home. Technology gives us innumerable tools to be more productive and communicate more easily from locations all over the world. As employer, a mobile workforce reaps benefits in productivity, employee morale and quicker response times by staff connected by smartphone to their colleagues worldwide. As employee, a telecommuting option 48 offers greater work-life balance and less stressful office conditions. According to Matthew Miller of, corporations are shifting to a “hyper-connected workforce;” the new mobilocracy has arrived. And, as the tendrils of technology reach ever further into our professional and personal lives, we will see this change as a blessing. But there’s a price to pay for freedom and flexibility. Companies are even now struggling with how to manage, regulate and define the growing mobile workforce. Organizations of all sizes must address the security of classified documents and client information that exists on the mobile devices, smartphones, laptops and personal computers of their roaming staff. Then consider the everelusive boundaries between employee work “stuff” and personal “stuff.” Employment law firm Smith, Freed and Eberhard recently presented a webinar on social media management and the mobile workplace, and one of the firm’s strongest recommendations was that companies establish clearly defined policies and procedures outlining approved uses of equipment. And, no, this isn’t another crackdown on your Facebook use. A clear policy that outlines company expectations of technology use actually protects workers and companies. When there aren’t any guidelines, even a change in management or direction can be used against you. If your company does offer you the option to telecommute, take the initiative and ask your superiors what policies are in place concerning the use of technology—be it yours or theirs. If there isn’t a policy, suggest one. Then, talk to your boss, and find out what the company’s expectations are and develop an agreed-upon communications plan about the work you will perform. One of the biggest hurdles may be your boss’ loss of MBWA (Management by Walking Around). Set up a specified check-in time to demonstrate accountability so your boss can feel like…a boss. Telecommuting can have its rewards and be a great benefit to workers, but in order for it to work, advance planning is necessary to make it beneficial to everyone involved. DAWN RASMUSSEN, CMP, is the president of Portland, Ore.-based Pathfinder Writing and Careers, which specializes in hospitality/ meeting professional resumés. She has been a meeting planner for more than 15 years and an MPI member since 2001. one+ 06.11

Table of Contents for the Digital Edition of One + June 2011

One + June 2011
Energy of Many
Paradigm Shifts, Part I
Ask the Experts
Web Watch
Recognizing Individual Excellence
Sound Off
Art of Travel
River Mason
Top Spots
Plan It Forward
Great Thanking
Running on Defaults
The New Mobile Workforce
World Wide Open
Higher Education
Progress Through Technology
Step by Strategic Step
Meeting Rxcitement
Tame Social Media Chaos
Meeting Against Meat
Re-Designed for the New Rules of Engagement
Industry Insights
Your Community
Making a Difference
Until We Meet Again

One + June 2011