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The American Heritage Dictionary defines trust as “Firm reliance on the integrity, ability or character of a person or thing”. Trust, or in fact lack of trust, is mentioned regularly as a major barrier to the implementation of a remote working initiative.
One of my previous blogs, ‘Are you ready for the Challenge of Geography?’, identified that the problem requiring a solution is the lack of face-to-face interaction in the office environment. And so the question is this: “Can you trust that someone is working when you cannot see that they are working?”.
Debra Dinnocenzo, veteran teleworker and author of the book ‘101 Tips for Telecommuters’, is quoted widely in discussions and articles about remote working. She highlights the importance of communication in the development of trust ‘on both sides of the fence’.
Associations Now in May 2009, published an article by Lisa Junker, called ‘Do you trust your telecommuter?’. It featured a case study of a supervisor managing a telecommuter for the first time, and the difficulties he had in integrating her with the office-based team. At one point in the case study, the supervisor was unable to reach the remote worker by telephone, and incorrectly suspected that she was taking unauthorised leisure time! In actual fact, she was on another (work-related) call, and responded to him immediately when that call was over.
This is a very common scenario- the teleworker constantly struggles to prove they are getting the job done. According to Dinnocenzo ” Even though people are comfortable leaving voice mail messages for someone in corporate offices, many people often assume that if the telecommuter doesn’t answer immediately, he or she must be either off somewhere shopping or doing something else that isn’t work-related”.
There is an issue around trust within the remote team. One cannot run a successful team or organization on pure faith and goodwill. And with a good management strategy,using software such as RWorks, you no longer have to.
RWorks provides an excellent communication strategy for both manager and employee- RWorks proves time and attendance, and matches activities with assigned tasks, so both manager and employee are constantly aware of how things are going. The manager is constantly informed of progress within the project, and the employee can focus on what they do best-the work at hand.








