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Have a dedicated work area where you can concentrate and spread out


A dedicated workspace will help avoid distractions








































Telework, or remote working, allows employees to work offsite, often from home. Teleworking provides flexibility with work hours and workplace, work/life balance, and savings because of reduced driving and parking. Working remotely can also reduce greenhouse gas emissions from not driving to the workplace.

Whether you're setting up a program and need sample policies and forms and tips for managing a program, or you are working from home and would like ideas on being productive, avoiding distractions and having an ergonomic workplace, we have information on this page.

For an excellent overview of setting up a Telework program, visit the U.S. Office of Personnel Management’s Federal Community site on Telework.

The US General Services Administration has an excellent site of resources for managing teleworkers.  

Comprehensive Toolkits which contain sample policies and forms, case studies, risk and liability information, technology, equipment and infrastructure, training content for managers and supervisors and for employees. 

Common work functions well-suited for remote work 

Telework Etiquette Tips

Hosting a meeting

Participating in a Meeting

Ways to Stay Connected

General Etiquette

  • Establish a common expectation with your manager and team members for responding to queries and emails. Agree to communication guidelines.
  • Decide with your manager and team if it would be helpful to designate core hours or days when team members are in the office or available for meetings and conference calls.
  • Keep your calendar up to date to avoid confusion and breakdown in communication.
  • Regularly give and receive feedback. Consider if it is specific, constructive and empathetic. Use your feedback to discuss outcomes and actions.

Basic components to effectively manage teleworkers

Facilitate a teleworking protocols meeting with your team: Host a conversation to identify your organizational norms and protocols for teleworking to reach consensus on what “teleworking as a team” looks like for your work environment.

Build a trusting environment: Use telework as an opportunity to foster trust between employees and management. Rigid monitoring of employees’ daily activities hinders productivity and creates an environment of distrust, while established and agreed upon metrics for productivity ensure long-term team success while teleworking.

Monitor performance: Hold employees accountable for their work fairly and promptly. Telework does not create inefficiencies, but rather exposes them. Host check-in opportunities for mobile and in-office team members.

Stay connected: Ensure all team members know the best and expected vehicles for communication. Commit with each other to an acceptable response period. Be just as responsive to direct reports and colleagues as you expect them to be.

Be transparent: Use shared calendars, instant messenger, email out-of-office messages, desk signage, and other transparent communication vehicles to inform your team members of your work status.

Manage by results, not by physical presence: Do not confuse worker activity with the results those activities produce. Establish a clear definition of objectives and performance indicators, and ensure close monitoring of those indicators along with ongoing training for teleworking employees.