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Suitable persons
Three aspects of the potential teleworker are important. First their work skills, second their career and social needs and third their home circumstances. These considerations apply most strongly to people who telework more, say over half the week.
There is widespread consensus on the work skills of someone suited to be a teleworker.
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They are self-motivated, have a strong work ethic, take responsibility for achieving outcomes and meeting commitments, and always want to do a good job
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They are able to work independently without close supervision, but will ask for direction and advice when they need it
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They can communicate positively and clearly using ICT-based communication tools
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They are organised, can prioritise work and have good time-management skills
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They can set expectations and boundaries with others sharing the home, and can detect when they are over-working
It may seem unusual to include social and career needs in assessing suitability for telework, but experience has shown that these matter.
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Successful teleworkers are socially active and gregarious, even though they mostly work alone. They network and actively communicate socially using ICT, so are 'extroverts at a distance'
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Teleworking will generally not suit people who expect their workplace to be a source of friends and social activities
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New hires or people newly-transferred to a department may not be suitable. They need some time in an office to 'pick up the ropes' and build relationships with their manager and colleagues. Further, teleworking will be more successful when a manager knows the teleworker and can see a record of good performance
Finally, the home situation needs to be considered. Regardless of their personal or role suitability, someone's personal circumstances may make teleworking at home unfeasible. For example, it may really not be possible to work from home if you live in a small flat with a baby. Mid-career teleworkers may have a study or spare bedroom, but not everyone does.