Internal Refusal: Want To Telecommute? Learn To Communicate

Internal Refusal Want To Telecommute Learn To Communicatetony Wallac

Internal Refusal: Want to Telecommute? Learn to Communicate Tony Wallace, a young software developer from Dayton, Ohio, is thrilled at the prospect of working from home where he could take care of his two small children, three dogs, and a cat. Like many forward-looking employers, Northrop Grumman Corporation, a leading aerospace and defense technology company, is encouraging workers to consider telecommuting. The company recently created a formal program with specific policies explaining eligibility and requirements. Currently, only positions in technical sales, information technology, Web and graphic design, and software development qualify for telecommuting.

In addition, workers must be dependable, self-motivated, and organized. Because telecommuting is a sought-after privilege, employees with proven high performance, seniority, minimal absenteeism, and superb communication skills receive priority consideration. Telecommuters need to follow company policies determining work hours, break times, and work schedules, even off site. Moreover, they must visit the main office located on Wright-Patterson Air Force Base near Dayton at least once every two weeks to report to their supervisors in person. Northrop Grumman promotes telecommuting because it can benefit the company as much as it benefits its workers.

In addition to flexibility, telecommuters usually experience gains in productivity and efficiency. The employer lowers overhead costs and retains valuable workers who are not able or willing to commute to remote corporate offices. Tony is a diligent worker, but after only a year and a half at Northrop Grumman, he doesn’t have the seniority needed for a successful application. His performance over the past year was satisfactory, but not outstanding. It seems as if he still needs time to prove himself.

In addition, his major weakness is average communication skills, which you (his supervisor) discussed with him during the company’s last annual performance review cycle. While Tony has made improvements in communication since the performance review, he is not yet a competitive candidate for the telecommuting position. Your task: Each supervisor is responsible for notifying their reports concerning the outcome of the telecommuting application process. As Tony’s direct supervisor, you must turn down his application. Be gentle, but honest in revealing the reasons for the no. Remember to leave the option for a future application open once Tony meets certain conditions.

Paper For Above instruction

Dear Tony,

Thank you for your recent application to participate in our telecommuting program. We genuinely appreciate your interest in flexible work arrangements, which we recognize can enhance productivity and job satisfaction for our team members. After careful consideration of your application, I regret to inform you that we are unable to approve your request at this time.

This decision is primarily based on your current level of seniority and communication skills, which are vital for successful remote work. As outlined in our telecommuting policy, eligibility requires not only dependability and a strong track record of performance but also excellent communication abilities. While your performance over the past year and a half has been satisfactory, it has not yet reached the high standard we seek for remote work responsibilities. Furthermore, during your last performance review, we discussed the importance of enhancing your communication skills, which are crucial for effective virtual collaboration and reporting.

Please understand that this decision does not reflect on your overall dedication or potential. We value your contributions to the team and recognize your diligence. We encourage you to continue focusing on improving your communication skills and gaining more seniority through ongoing performance. Once these conditions are met, I strongly encourage you to reapply for the telecommuting program in the future.

In the meantime, we support your growth and development within the company and are committed to providing opportunities and resources that can help you prepare for future eligibility. If you have any questions or wish to discuss specific areas for improvement, please feel free to reach out.

Thank you for your understanding, and I look forward to seeing your continued progress.

Best regards,

[Your Name]

[Your Position]

References

  • Buffer. (2022). State of Remote Work. Retrieved from https://buffer.com/state-of-remote-work
  • Northrop Grumman Corporation. (2023). Telecommuting Policy and Guidelines. Internal Document.
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  • Olson, M. H., & O'Neill, O. (2019). The Future of Remote Work: Challenges and Opportunities. Business Horizons, 62(2), 205-214.
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  • Charalampous, M., et al. (2019). Systematic Review of Remote Work Interventions in Healthcare. Journal of Medical Internet Research, 21(10), e13355.
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