Telework!Va
Research Study:
The Tidewater Market
Prepared By
The Pulsar Advertising Team
Southeastern Institute of Research
Spring 2004
1
Background & Methodology
• A quantitative online research study among
corporate decision makers of large and small
businesses in the Tidewater area
– Sample supplied by the Hampton Roads and
Virginia Peninsula Chambers of Commerce
• Interviewing conducted June 2 – July 2, 2004
• This report based on 228 completed
interviews
• Maximum statistical error (at 95% confidence
level) is +/- 6.5%
Objective
• The overall objective of this study is to
understand what elements to import from the
current Northern Virginia Telework!Va
program to Tidewater.
• Specific objectives include:
– Identify the best prospects and potential demand for
Telework!Va services in Tidewater
– Provide input into the ideal packaging and bundling of
the existing Telework!Va services
– Identify the most meaningful selling messages and
communication channels for program roll-out in
Tidewater.
Profile of Tidewater Employers
• Professions:
–
–
–
–
–
–
–
–
–
–
–
–
• Job Titles:
Professional Services: 23%
Sales/Customer Service: 16%
Manufacturing/Distribution: 13%
Marketing/Advertising: 7%
Finance/Investment: 5%
Government: 5%
Non-Profit: 5%
Education: 4%
Engineering/Architecture: 2%
Phone/Communications: 1%
Hospitality: 1%
Other: 18%
• Gender:
–Male: 63%
–Female: 37%
–
–
–
–
–
–
–
–
–
President/CEO: 37%
General Manager: 17%
HR Director: 4%
CFO: 4%
Vice President: 4%
Chairman: 1%
IT Manager: 1%
Marketing Director: 1%
Other: 31%
• Average Number of
Employees:
– 157 Employees
•
Average Age:
–47 Years of Age
Metro Tidewater Area
Employers’ Perspective
On Air Quality
And Traffic Congestion
5
Almost All Of Tidewater Employers Rate
The Area’s Quality Of Life Favorably
39% rate it “Excellent”
0%
20%
Excellent
40%
60%
Good
Q 1: Overall, how would you rate the quality of life in the Metro Tidewater area?
Fair
80%
Poor
100%
Virtually All Employers View Traffic
Congestion As A Bigger Problem
Than Air Quality
97% say traffic congestion is a problem
Traffic Congestion
Air Quality
No
3%
Don't Know
18%
Yes
36%
No
46%
Q 2/3: Do you believe an air quality/a traffic congestion problem exists in Metro Tidewater?
Yes
97%
Employers Currently Offering Work
Commute Assistance Have A Greater
Appreciation For Air Quality Problems
Traffic
Congestion
Air Quality
0%
20%
40%
60%
80%
Offers Work Commute Assistance
Does Not Offer Work Commute Assistance
Q 2/3: Do you believe an air quality/ traffic congestion problem exists in Metro Tidewater?
100%
Transportation and Traffic Congestion Issues
Have A Definite Perceived Impact
On Employee Productivity
Affect of Transportation/Daily
Commute Issues On
Employees
Affect of Traffic Congestion
on Employee Productivity
None
4%
None
9%
High
37%
High
28%
Low
25%
Low
18%
Medium
38%
Medium
41%
Q 5: How would you describe the affect transportation/daily commute issues have on your employees?
Q 6: How would you describe the affect traffic congestion has on your employees’ productivity?
Most Top Executives Are Sensitive To The
Impact Of Traffic Issues On Employees
Chart reflects responses of ‘high’ and ‘medium’ only
Affect of
Transportation/Daily
Commute Issues on
Employees
Affect of Traffic
Congestion on Employee
Productivity
0%
Other
20%
HR Director
40%
60%
GM
80%
100%
President
Q 5: How would you describe the affect transportation/daily commute issues have on your employees?
Q 6: How would you describe the affect traffic congestion has on your employees’ productivity?
The Larger The Company, The More Likely They
Are To Feel The Affects Of Transportation/Daily
Commute Issues On Employees
While Company Size Has No Bearing On Views Of Employee Productivity
Chart reflects responses of ‘high’ and ‘medium’ only
100%
80%
60%
40%
20%
0%
Affect of Transportation/Daily
Commute Issues On Employees
< 20 Employees
20 - 99 Employees
Affect of Traffic Congestion On
Employee Productivity
100 - 499 Employees
500 + Employees
Q 5: How would you describe the affect transportation/daily commute issues have on your employees?
Q 6: How would you describe the affect traffic congestion has on your employees’ productivity?
Most Employers Feel A Responsibility To Help
Resolve Area Congestion/Air Quality Problems
Employer Responsibility In
Solving Area Congestion/Air
Quality Problems
None
4%
High
12%
Low
27%
Medium
56%
Q 4: How much responsibility do you believe an employer has in helping to solve congestion and air quality problems in the area?
Larger Companies Feel More Of A
Responsibility In Resolving Area Congestion
& Air Quality Problems
Chart reflects responses of ‘high’ and ‘medium’ only
100%
80%
60%
40%
20%
0%
Responsibility To Help Resolve Area Congestion & Air Quality
Problems
< 20 Employees
20 - 99 Employees
100 - 499 Employees
500 + Employees
Q 4: How much responsibility do you believe an employer has in helping to solve congestion and air quality problems in the area?
Yet, Few Employers Currently Offer Their
Employees Work Commute Assistance
No, But Used To
2%
Don't Know
2%
Yes
15%
No, Never Have
81%
Q. 7: Does your company currently offer any type of assistance, other than free parking, that help employees with their work commute?
Key Finding # 1:
Tidewater employers recognize the area
congestion/air quality problems and its affect on
their workforce. While most feel a responsibility in
addressing these issues, few offer employees work
commute assistance programs.
Strategic Implication:
Position work commute assistance programs
and Telework!Va as an effective, sensible way
employers can act on their sense of
responsibility and directly benefit themselves.
15
Work Commute
Assistance
Programs
16
Of The Small Minority That Offer Programs,
Flex Time And Telecommuting Are The Most
Popular Work Commute Assistance Programs*
Among only those who currently or used to offer employee work commute assistance*
Alternative Work Schedules/Flex Time
Telecommuting
Carpool/Vanpool Assistance
Transit Fares Subsidies
Reserved Parking For Car/Vanpool
Other Responses
0%
20%
40%
60%
80% 100%
Q 8/8a: What type of programs does/did your company offer to employees to assist with their work commute?
* Data represents only 37 respondents or 16% of the total sample
Employers Find Their Commute
Assistance Programs Most Effective For
Retention And Productivity*
Easier To Recruit
Quality Employees
Improved Employee
Retention
Increased Employee
Productivity
0%
Very Effective
Not Effective At All
20%
40%
Somewhat Effective
Don't Know
60%
80%
100%
Not Very Effective
Q 9: How would you rate the overall effectiveness of your employee commute assistance programs in terms of the following business
concerns?
* Data represents only 37 respondents or 16% of the total sample
Key Finding # 2:
Among those that do offer work commute
programs – they have a positive reputation as
the majority feel they are effective for retention
and enhanced employee productivity.
Strategic Implication:
Link work commute programs/Telework!Va
directly to employer benefits.
19
Existing
Telecommute
Programs
20
Most Telecommute
Programs Are Informal*
Among only those who currently or used to offer employee work commute assistance*
Formal
13%
Informal
87%
Q 11: What type of telecommuting program does/did your company currently have or previously had?
* Data represents only 8 respondents or 4% of the total sample
Employers Who Offer Telecommuting
To Their Employees Report An
Average 59% Of Their Workforce
Currently Telecommutes*
Definition: Employees working at home or telecommute center, during some or all
of their regular working hours at least 8 days a month
* Employers who offer an informal program report an average 53% of their workforce telecommutes
Employers who offer a formal program report an average 100% of their workforce telecommutes
However, due to small sample size, no statistically significant difference can be concluded from these findings.
22
Savings To Employees And Employee
Retention Lead The Way As Perceived
Benefits To Telecommuting Programs
Much more so than recruitment and productivity
Reduces Employees' Commuting Costs
Retention
Employee Retention
Reduces Office Space
Promotes Employee Morale
Reduces Absenteeism
Productivity
Increased Productivity
Recruitment
Attracting Better Employees
Other
Don't Know
0%
Q 15: What do you see as the major benefits of a telecommuting program?
20%
40%
60%
80%
100%
Twice As Many Of Those Who Currently Offer A
Work Commute Program Find A Telecommute
Program Beneficial For Increased Productivity
Reduces Employees' Commuting Costs
Promotes Employee Morale
Reduces Office Space
Employee Retention
Reduces Absenteeism
Increased Productivity
Attracting Better Employees
Other
Don't Know
0%
20%
Does Not Offer Work Commute Assistance
Q 15: What do you see as the major benefits of a telecommuting program?
40%
60%
80%
100%
Currently Offers Work Commute Assistance
Key Finding # 3:
Telecommuting programs work! Employees
participate and employers see direct benefit
in employee retention and enhanced
employee productivity.
Strategic Implication:
Bring specific benefits – employee retention
and productivity – to life in the Telework!Va
marketing efforts.
25
Barriers To
Telecommuting
Programs
26
While There Are Many Reasons Companies
Hesitate To Offer Telecommuting Programs,
Their Biggest Concerns Center Around
Managing And Performing Work
Work Doesn't Allow For Telecommuting
Cannot affect
Productivity Concerns
Does the work
get done?
Supervision Concerns
Unsure of Cost/Benefit To Co.
Have Never Considered It
Don't Know Enough About It
Concerns About Legal/Risk Mgmt. Issues
Soft
No Employee Interest
Not Willing To Invest In Technology
Used To, But Felt It Didn't Work
Other
Don't Know
0%
20%
Q 14: Why do you not currently offer a telecommute program to your employees?
40%
60%
80%
100%
Many Of These Reasons
Are “Concerns” Or Issues
Based On Perceptions,
Not Issues Based On
Facts Or Experience.
Example: Employee Interest
28
Employers Feel That Only A Third
Of Their Employees Are Interested
In A Telecommute Program
Many are uncertain of their employees’ interest in Telecommuting
Employees
0%
Very Interested
Not At All Interested
20%
40%
60%
Somewhat Interested
Don't Know
Q 19: What is your Employee’s current attitude about telecommute programs?
80%
Not Very Interested
100%
From A 2001 Resident Study, We Know That
Almost 60% Of Tidewater Area Residents Were
Were Interested In Telecommuting
At Least On An Occasional Basis*
Telecommuting On A
Regular Basis
Telecommuting On An
Occasional Basis
Don't Know
3%
Don't Know
4%
Yes
45%
No
39%
Yes
58%
No
51%
Q. If your company allowed it, would you be interested in working from a location other than your central workplace on a
regular/occasional basis?
* Source: Fitzgerald & Holliday’s 2001 Telework Study
Key Finding # 4:
There are many different barriers to embracing
telecommuting programs. Managing/producing work
are the biggest perceived roadblocks. This and other
reasons are based on perception, not experience.
Past negative experience with telecommuting is a
non-consequential barrier.
Strategic Implication:
Address concerns head on with facts and unassailable
evidence. Special attention should be accorded employee
supervision/productivity, and appreciation of cost-benefit
(ROI) of a telecommute program.
31
Interest In
And Support For
The Telework!Va
Program
32
38% Are Interested In The
Telework!Va Program
0%
20%
Very Interested
Not At All Interested
40%
60%
Somewhat Interested
Don't Know
80%
100%
Not Very Interested
Q 21: Now that you have an understanding of the program and its accountability requirements, how interested would you be in participating
in this Telework!Va Program if it were available to you today?
Realistic Level of Demand: 1 Out of 8
Applying A Discount Model To Level of Interests Suggests That The Potential
Market For The Telework!Va Program in Tidewater Could Be As High As 12%
Demand Discount Model
A more realistic potential for market demand
can be obtained by applying a standard
demand forecasting discount model where
market potential equals 50% of those who
say they are “Very interested” plus 25% of
those who say “somewhat interested” in
the product concept.
12%
0%
20%
40%
60%
80%
100%
Q 21: Now that you have an understanding of the program and its accountability requirements, how interested would you be in participating
in this Telework!Va Program if it were available to you today?
Professional Services Are Most Likely
To Embrace Telework!Va
While Manufacturing and Distribution Are Least Likely To Do So
Professional Services
Finance/Investment
Sales/Customer Service
Mfg/Distribution
Other
0%
Very Interested
Not At All Interested
20%
40%
Somewhat Interested
Don't Know
60%
80%
100%
Not Very Interested
Q 21: Now that you have an understanding of the program and its accountability requirements, how interested would you be in participating
in this Telework!Va Program if it were available to you today?
Two Out Of Five Feel The Telework!Va
Incentive Program Would Motivate Their
Company To Adopt Telecommuting
0%
20%
Very Likely
Not At All Likely
40%
60%
Somewhat Likely
Don't Know
80%
Not Very Likely
Q 32/33: How likely would this program be to motivate your company to expand/begin to look into a telecommute program?
100%
And 37%* Of Company Presidents And
General Managers Would Personally
Support Telework!Va
Don't Know
30%
Yes
37%
* Management
in this study
skews to the
highest c-class
level.
No
33%
Q 30: If Telework!Va came to your attention, would you personally work to see that it was considered for implementation in your company?
Small and Big Business Management
Would Support Telework!Va
Implementation In Their Company
Less Than 100
Employees
100 + Employees
0%
Yes
20%
40%
No
60%
80%
100%
Don't Know
Q 30: If Telework!Va came to your attention, would you personally work to see that it was considered for implementation in your company?
There Is No Set Reason That Two-Thirds
Are Not Interested In Telework!Va
• Telecommuting is not practical for
business
• Need more information to evaluate
• Have no need for it
• Too much time involved in
implementation
When Asked For Suggestions For Program
Improvements, Two Thirds Say
“Nothing In Particular”
Nothing In Particular
N/A To Business Type
Allow Smaller Co. To
Qualify
Case Studies
Need More Information
Other Responses
0%
20%
40%
60%
80%
100%
Q 29: Are there any changes or improvements that you would like to suggest to make Telework!Va more appealing to you or your company?
Key Finding # 5:
Over a third of companies are interested in
Telework!Va. And 40% of senior management*
feel the program would motivate them (their
company) to consider telecommuting, and over a
third would personally support this cause!
Strategic Implication:
Launch Telework!Va in Tidewater. Leverage
high-level personal interest of c-class
executives in the program.
* Management in this study skews to the highest c-class level.
41
Telework!Va
Program Accountability
Requirements
42
A Majority Find All Program
Accountability Requirements Reasonable
Annual Employee Surveys
Quarterly Reimbursement
Telework 8 Days A Month
Quarterly Reporting
Contract Period
Size of Businesses
0%
Very Reasonable
Not At All Reasonable
20%
40%
Somewhat Reasonable
Don't Know
60%
80%
Not Very Reasonable
Q 20: How reasonable would you say are the accountability requirements necessary for program participation?
100%
For The Most Part, Even Those Uninterested In
Telework!Va Say The Requirements Are Reasonable
No Interest in Telework!Va
Interested In Telework!Va
Annual Employee
Surveys
Annual Employee
Surveys
Quarterly
Reimbursement
Quarterly
Reimbursement
Telework 8 Days A
Month
Telework 8 Days A
Month
Quarterly
Reporting
Quarterly
Reporting
Contract Period
Contract Period
Size of Businesses
Size of Businesses
0%
Very Reasonable
Not At All Reasonable
20%
40%
Somewhat Reasonable
Don't Know
60%
80%
100%
Not Very Reasonable
0%
Very Reasonable
Not At All Reasonable
20%
40%
Somewhat Reasonable
Don't Know
Q 20: How reasonable would you say are the accountability requirements necessary for program participation?
60%
80%
100%
Not Very Reasonable
Key Finding # 6:
Most find the program accountability
requirements reasonable.
Strategic Implication:
The basic Telework!Va Program can work
with its current accountability requirements.
* Management in this study skews to the highest c-class level.
45
The Importance Of
Telework!Va’s
Financial And Program
Assistance Incentives
46
Telework!Va’s Financial Incentive Is
Most Important To Business Interest
On a scale of 1 – 5, where ‘1’ is “Most Appealing”
and ‘5’ is “Least Appealing”
• Incentive Level – Up To 10 Employees or $35K
1.9 average
• Program Development Assistance
2.7 average
• Online Training/Educational Assistance
3.2 average
• Equipment Lease
3.3 average
• IT/MIS Technical Assistance
3.6 average
Q 23: Looking at specific aspects of the program, which are most important to you in your interest in the Telework!Va program?
Half Think A Financial Incentive Is
Absolutely Necessary
Don't Know
16%
Yes
54%
No
30%
Q 24: Do you think a financial incentive is absolutely necessary to motivate companies to seriously consider implementing a telework
program?
Even Those Uninterested In The Program
Feel A Financial Incentive Is Necessary
Interested In Telework!Va
Don't Know
8%
No Interest in Telework!Va
Don't Know
24%
Yes
45%
No
27%
Yes
65%
No
31%
Q 24: Do you think a financial incentive is absolutely necessary to motivate companies to seriously consider implementing a telework
program?
Younger Respondents Find Financial
Incentives Absolutely Necessary
44 or Younger
45 - 54
55 +
0%
20%
Yes
40%
No
60%
80%
100%
Don't Know
Q 24: Do you think a financial incentive is absolutely necessary to motivate companies to seriously consider implementing a telework
program?
Two Thirds Feel $35K Is Sufficient To Motivate
Companies To Adopt A Telecommute Program
Don't Know
28%
No
8%
Yes
64%
Q 26: Do you think $3,500 per employee (up to $35,000) is sufficient financial incentive to motivate companies to adopt a
telecommute program?
Development Assistance Is
Also Appreciated
Resource Center
w/Live Assistance
Online Telework
Assistance
IT Consultant
HR Policy
Consultant
0%
Absolutely Necessary
Not At All Necessary
20%
40%
60%
80%
100%
Nice To Have/Not Necessary
Don't Know
Q 28: Understanding the need for assistance in setting up a telework program, please rate your company’s need for the following types of
telework assistance to ensure a successful program implementation.
Key Finding # 7:
It’s all about the bottom line.
Strategic Implication:
Don’t forget what the lead message needs to be promote Telework!Va financial incentives as the
lead program feature. Include secondary program
development / assistance benefits as added value.
53
Best Tidewater
Employer Prospects
For Telework!Va
54
The Ideal Prospect?
• CEOs/Presidents
• Professional Service Companies
• Companies Both Big and Small
The CEO or President is the
Primary Decision Maker
CEO/President
GM
HR
CFO
IT Manager
Other
0%
20%
40%
60%
Q 35: Who would be the principle person(s) to decide to go forward with a telecommute program?
80%
100%
Professional Services Are Most Likely
To Embrace Telework!Va
While Manufacturing and Distribution Are Least Likely To Do So
Professional Services
Finance/Investment
Sales/Customer Service
Mfg/Distribution
Other
0%
Very Interested
Not At All Interested
20%
40%
Somewhat Interested
Don't Know
60%
80%
100%
Not Very Interested
Q 21: Now that you have an understanding of the program and its accountability requirements, how interested would you be in participating
in this Telework!Va Program if it were available to you today?
Both Small and Big Business
Management Support Telework!Va
Implementation In Their Company
Less Than 100
Employees
100 + Employees
0%
Yes
20%
40%
No
60%
80%
100%
Don't Know
Q 30: If Telework!Va came to your attention, would you personally work to see that it was considered for implementation in your company?
Pre-exposure To Commute Assistance
Programs Does Not Make A Difference
In Driving Interest In Telework!Va
Currently Offers
Work Commute
Assistance
Does Not Offer
Work Commute
Assistance
0%
Very Interested
Not At All Interested
20%
40%
Somewhat Interested
Don't Know
60%
80%
100%
Not Very Interested
Q 21: Now that you have an understanding of the program and its accountability requirements, how interested would you be in participating
in this Telework!Va Program if it were available to you today?
Key Finding # 8:
The ideal prospects for the Telework!Va
Program are CEOs/Presidents of both small
and big companies. However, Professional
Service companies express greater interest in
the program.
Strategic Implication:
Focus on the top. The Telework!Va decision
starts at the top – the CEO/President.
60
Key Messages
To Advance
Telework!Va
61
Key Messages: Address The
Greatest Appeals & Barriers
• Those with a heightened interest in Telework!Va:
– Think that these issues affect their workforce
– Believe their company has a responsibility to do
something about it
– Feel others in their company would be interested in
telecommuting/telecommuting programs
– Have a keener appreciation of program benefits
• The barriers that must be overcome seem to
center around how to manage/supervise and
maintain productivity – how telecommuting will
affect getting the job done!
Employers Interested in Telework!Va Are
More In Tune With The Affect Of Traffic
Congestion On Their Employees
Chart reflects responses of ‘high’ and ‘medium’ only
Affect of
Transportation/Daily
Commute Issues on
Employees
Affect of Traffic
Congestion on Employee
Productivity
0%
20%
No Interest In Telework!Va
40%
60%
80%
100%
Interested In Telework!Va
Q 5: How would you describe the affect transportation/daily commute issues have on your employees?
Q 6: How would you describe the affect traffic congestion has on your employees’ productivity?
Three Quarters Interested In Telework!Va Feel A
Responsibility To Help Solve Area Congestion &
Air Quality Issues
Chart reflects responses of ‘high’ and ‘medium’ only
Responsibility To
Help Resolve Area
Congestion & Air
Quality Problems
0%
20%
Not Interested In Telework!Va
40%
60%
80%
100%
Interested in Telework!Va
Q 4: How much responsibility do you believe an employer has in helping to solve congestion and air quality problems in the area?
Those Interested In
Telecommute/Telework!Va Program
Feel Others Would Be Interested Also
Chart reflects ratings of ‘somewhat’ or ‘very interested’ only
Senior Management
Supervisory Team
Employees
0%
20%
40%
60%
80%
100%
No Interest In Telework!Va
Interested in Telework!Va
Does Not Offer Work Commute Assistance
Currently Offers Work Commute Assistance
Q 17/18/19: What is your Senior Management/Supervisory Team/Employee’s current attitude about telecommute programs?
Ideal Prospects Have A Better Understanding
Of Telecommuting Benefits
Reduces Employees' Commuting Costs
Employee Retention
Promotes Employee Morale
Reduces Office Space
Reduces Absenteeism
Attracting Better Employees
Increased Productivity
Other
Don't Know
0%
20%
No Interest In Telework!Va
Q 15: What do you see as the major benefits of a telecommuting program?
40%
60%
80%
Interested In Telework!Va
100%
Yet, A Third Of Those Interested In The Program
Have Productivity And Supervision Concerns
They are also more likely to have legal and risk management concerns and
to report they do not know enough about telecommuting
Work Doesn't Allow For Telecommuting
Productivity Concerns
Supervision Concerns
Unsure of Cost/Benefit To Co.
No Employee Interest
Concerns About Legal/Risk Mgmt. Issues
Have Never Considered It
Don't Know Enough About It
Not Willing To Invest In Technology
Used To, But Felt It Didn't Work
Other
Don't Know
0%
No Interest in Telework!Va
20%
40%
60%
80% 100%
Interested in Telework!Va
Q 14: Why do you not currently offer a telecommute program to your employees?
And, Half Think A Financial Incentive
Is Absolutely Necessary
Don't Know
16%
Yes
54%
No
30%
Q 24: Do you think a financial incentive is absolutely necessary to motivate companies to seriously consider implementing a telework
program?
Key Finding # 9:
In regard to key messages, financial incentives,
employee retention, and corporate responsibility
offer the greatest appeals. Productivity/work
management issues present the greatest
concerns to address.
Strategic Implication:
Package Telework!Va around these key
benefits. Present evidence to overcome
productivity/supervision issues.
69
Best Marketing
Channels
To Promote
Telework!Va
70
Direct Mail And Personal Selling Are The
Best Ways To Advance Telework!Va
Email
5%
Advertise to
Employees
4%
Some Other
Means
3%
B to B
Advertising
6%
Business
Association
Meeting
10%
Personal
Visit
21%
Q 36: What is the best way to reach these people about this program?
Mail
51%
Key Finding # 10:
Top management wants
direct appeal.
Strategic Implication:
Focus Telework!Va outreach on high-level
personal visits and follow-up letters to senior
management. Start with the executives who
expressed interest in the program though the
research process.
72
Recap: Key Recommendations
1.
2.
3.
4.
5.
Position work commute assistance programs and
Telework!Va as an easy and sensible way employers can
act on their sense of responsibility and directly benefit
themselves.
Link work commute programs/ Telework!Va directly to
employer benefits.
Bring specific benefits – space reduction, retention, and
increased productivity – to life in the Telework!Va
marketing program.
Address concerns head on with facts and unassailable
evidence. Special attention should be accorded
employee supervision/productivity, and appreciation of
cost-benefit (ROI) of a telecommute program.
Launch Telework!Va in Tidewater. Leverage high-level
personal interest of c-class executives in the program.
Recap: Key Recommendations
6.
The basic Telework!Va Program can work with its
current accountability requirements.
7. Promote Telework!Va financial incentives as the lead
program feature. Include secondary program
development/ assistance benefits as added value.
8. Focus on the CEO/President and Professional Services
companies.
9. Package Telework!Va around these key benefits.
Present evidence to overcome productivity/supervision
issues.
10. Focus Telework!Va outreach on high-level personal
visits and follow-up letters to senior management.
Thank You
75