The growth and sophistication of communications technology is rapidly changing the way the average worker does his or her job. Employees are in constant contact with their companies through web-based email and Blackberries; online collaboration and videoconferencing tools such GoToMeeting.com and Webex.com break down distance barriers between disparate workforces. Bandwith and storage space is constantly on the rise, and as prices continue to fall equipment such as laptops, webcams, and even satellite internet connections are becoming available to more and more workers. As employees become more connected to their workplaces, the familiar elements of 9-5 schedules, cubicles, and conference rooms become anachronistic. Such distinctions can actually be obstacles for workers whose creativity and work styles don't fit these traditional patterns.

For some workers, these change in work patterns can eliminate the traditional work commute all together. Via telework, workers can maintain their productivity - in many cases even increase it - while working from home. And telework is good for business, reducing the infrastructure demand for parking and office space while providing a valuable lifestyle benefit to high-quality, creative employees.

Of the perceived barriers to telework, the most common of them are based on the idea that unseen workers are unproductive workers. This is simply not the case. Since managing a teleworker means not having access to immediate, physical supervision, a successful telecommute program involves putting in place additional performance measures with special emphasis on output and regular communication with managers and other stakeholders. In many cases, such measures actually increase producivity as managers gain additional insight into an employee's output and performance strengths. In fact, managers may find the same measures can be used to spot hidden inefficiences in office-based workers.