Teleworking Research

Abstract

A March 2021 survey is used to consider three hypotheses relating to working adults. Hypothesis 1 is that teleworking perceptions of leaders and employees are related in terms of promoting increased trust and improved performance. Hypothesis 2 is that a structured plan with associated resources to sustain long-term telework situations will be positively associated with program effectiveness. Hypothesis 3 is that a structured plan with associated resources to sustain long-term telework situations will be positively associated with improved performance. Presidents/CEOs (67%), upper managers (80%), and mid-level managers (75%) believe there is daily telework accountability, but the level of belief is different for those who are subordinate to them. Just 55% and 29% of supervisors and employees, respectively, share that belief. These differing viewpoints can make it difficult to manage the kind of work environment and work relationship issues that are crucial in addressing a pandemic or other crisis. In the search for shared understanding, one path to success is rules-based trust.