The Virtual Worker

While it's true that more workers telecommute now than ever before, some managers still can't get into the idea. They think if someone's working remotely, they'll be goofing off. They won't get their work done. Management will lose control.

And with some workers, that's true. But hiring employees who are equipped to work remotely can save their time, improve their morale and save you overhead costs. How do you know if an employee's got what it takes? That's what we asked this week's interviewee, My Virtual Corp CEO Merrily Orsini. She's built a business around outsourcing administrative and business support for her customers. Many of them were nervous at first, not trusting remote work. But Orsini managed to hire employees who could get the job done, remotely and efficiently.

Here's her advice on identifying the ideal remote worker.

Virtual Qualifications

When you set out to hire a good remote worker or find one within your workforce, there are certain skills you should watch for. Of course, the person should have the appropriate skill level, experience and industry savvy. But they should also have a few unique qualities.

"Communication and organization become incredibly important," says Orsini. "In working with a virtual team, you have meetings. You can’t be late for the meeting, for instance, because it’s on the telephone. In physical meetings, people oftentimes come in late and leave early. That simply doesn’t work virtually."

What you need is a person who gets the job done, and on time.

"It’s very clear when you’re working with someone early on a) if they will be responsive, b) if they are delivering, and c) if they’re organized. Those are really the characteristics you need," she says.

Natural Born Leaders

The ideal virtual employee should also be a person equipped to follow through on tasks.

"You’re on a tight time frame. You have to be sure of yourself and know you want to be a part of the team. There’s not really much leeway. If you say you’re going to do something, you really do have to do it," says Orsini.

"We ask a question in our application process about whether they like to lead or follow. The leaders tend to be the best virtual workers. I think it’s because they are used to setting individual goals and tasks, and meeting those," she says.

An employee who needs intensive direction and face-to-face contact is not what you need at the other end of an e-mail. Virtual employees must be self-discipled and able to meet goals.

Watch Those Red Flags

But this is a lot to ask for, you say. How can you tell, particularly for a new employee, if they'll fit the bill? Orsini first puts virtual employees through a trial period. If they work out, they're hired formally.

"There is an interesting exercise from years ago where it says read all the directions on this page before you start. It’s got silly things like stand up and pat your head, all kinds of funny things throughout. It’s a great exercise to do as a group because the group will be standing up, sitting down, patting their heads, and the last line says don’t do any of the above, just bring this paper up and set it on the table. So in essence that’s what we’re doing."

If employees can't follow directions, they're not a good bet.

"It means clearly writing down what you need to have happen, and it means following directions, and it means touching base with people along the way. If you don’t understand fully, ask questions for clarification," she says. "It is making very sure you understand what the task is, that the deliverable you are delivering is what the person had in mind before you go off and spend a week, a day or even hours doing something that is in the wrong direction."

An efficient, disciplined, self-directed good communicator is what you're looking for. Got any of those on staff? They just might be excellent bets for telecommuting. Give it a try. Your employees will thank you - and you may get better results from your employees too.