Business Group Blog

Telework: A Business Solution or Pain Point?

For employees, the benefits of telework are clear: It saves time and money. Telework has also attracted the attention of employers, interested in reducing costs associated with absenteeism, real estate and employee turnover. And beyond individual and business priorities, telework has the potential to alleviate top global concerns by reducing greenhouse gas emissions, traffic congestion and pollution.

Still, working remotely comes with challenges. Growing concerns include loneliness, business performance and the ability to replicate collaborative work in a virtual setting.

The Business Group’s latest resource Telework & Well-being Integration: Advantages, Challenges & Tips for the Future of Work describes the impacts of telework on the five dimensions of well-being and provides business solutions to make telework work.

Here are some of our best tips to integrate telework and well-being.

  1. Take time to connect on a personal level. Encourage employees to join virtual meetings a few minutes early to chat about hobbies, families and trips. Establish a virtual water cooler to promote informal conversations with instant messaging and intranet sites. Maybe most importantly, give employees the right technology to perform their jobs and stay connected.
  2. Create work-life boundaries. Blurred boundaries can lead to stress and work-life conflict. Encourage teleworkers to establish a separate space (e.g., an office or desk) that is only used for work and adopt a daily habit to indicate the workday has ended, such as changing outfits or stepping outside.
  3. Recruit teleworkers to be wellness champions. There’s no greater way to understand what employees want and need than to hear from them directly. Consider offering a gym subsidy to employees without access to on-site fitness facilities and/or digital lifestyle and condition management services and ensure physical health challenges and events allow for virtual participation.
  4. Educate employees about the financial savings of telework, and encourage them to allocate those savings, if feasible, to a 401k, HSA, 529 college savings plan and/or another savings account through an automatic payroll deduction. Provide an online financial well-being assessment and virtual financial planning and coaching services.
  5. Keep a pulse on trust and morale. Celebrate the success of teleworkers, and ensure they are eligible for the same recognition as their office-based peers. Encourage managers and senior leaders to telework to demonstrate their commitment to a flexible work culture; the experience of teleworking will likely make them more effective in managing teleworkers.

For more insights, download the full Telework & Well-being Integration Toolkit to learn more about how telework impacts the five dimensions of well-being.







While telework is not right for every individual or every work situation, it is here to stay and highly desired by today’s workforce. We encourage employers to look towards the future of work and make a genuine effort to explore ways to maximize the organizational benefits of telework while advancing employee health and well-being.

Interested in learning more about well-being and the future of work? Join us September 17-19 for our Workforce Strategy conference in San Diego.

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