workplace

Teleworking really isn’t for everyone. There are so many people that I talk to who tell me they could never do it. If you even think it’s not for you, it’s not. However, if it’s something you have the opportunity to do and are considering, allow me to share why it works for me and how I feel it is beneficial to our workplaces. I now have a full year under my belt of at least one day a week. A few months ago I moved to two days, and most recently, since my office has been under construction, all my work time has been at home.

For starters, I can sleep in much later. When you eliminate the commute time, parking, and walking an additional quarter of a mile to my office, and the time I was spending before work to shower, dress, and primp for the day, I am able to sleep in over an hour longer than I was before. I could stand to sleep in even longer, but I get up to enjoy a leisurely cup of coffee, a healthy, non-rushed breakfast, and a short meditation session before I log in for the day. My morning routine is so much more pleasant. I no longer feel tired all the time or dread getting up.

Next, I’m unbelievably comfortable for a variety of reasons. The most striking is in the attire I can wear. When I dress after waking up, I put on comfy workout clothes so I can go for a lunch run later in the day. Also, my desk, chair, and surrounding workspace at home are completely suited to my height, likings, and taste. I can control the temperature of the room. Throughout the day, my cats and dog come to visit, hang around, and sleep on or near me. Their presence reminds me I’m home if I briefly get swept away in workplace politics. Not to mention that looking at them and petting them just seems to soothe my soul.

I move around much more. My chair swirls and doesn’t have weird side bars that give my legs bruises when I curl up in my chair as I type away. I’ll take stretch breaks and do some reinvigorating yoga poses that I wouldn’t dream of doing at the office. When I get up to make cups of warm herbal tea throughout the day, instead of walking across the room to the microwave like I do at work, I walk down a flight of stairs and don’t feel grossed out by the water supply or my surroundings. But my favorite is that I use my lunch break to run. I used to use that same break to walk at work. This required changing my shoes, never being appropriately dressed for the weather, and worrying about getting too warm. Now I can perspire as much as I’d like without worry.

I am so much more focused and productive. I’m not distracted by idle chatter or sharing my own nonsensical stories. There are no crazy alarms going off, constant overhead announcements, or loud trash barrels rolling by as I try to converse over the phone. I don’t see or hear the dings and distractions of other people’s computers, desk phones, and cell phones. I don’t overhear anyone else’s personal or professional conversations. Two job roles back, I worked for 7 years in a corridor that had a one-person, non-gender-specific restroom right down the hall from my desk and around the corner from the transportation department, where the drivers would pop in and out all day to use the facilities. The noise of a flushing toilet and horrendous smell would permeate my senses all day. One of my favorite funny memories from that job was when my then boss, who had an adjacent office to mine, said, “Not only do we have to put up with a bunch of sh!t, but it actually has to smell like it too.”

Along the lines of focus, I pay attention during conference calls like I never had before. Unless I have a part to play in a conference call meeting, at work I find it nearly impossible to pay attention. I’m in front of my computer and always multitasking. Now I use conference call times to walk around the house and do some mindless work. I’ll sometimes sweep, start dinner, grab the mail, or do some other random things. Because I’m physically moving while mentally listening and not trying to do two mental activities at once, I am paying far more attention than I ever had on calls before. I’ll often unmute my phone and pipe in or stop to take notes in my email. That is something I hardly ever did at my desk.

It’s overall healthier too. I am in touch with what is going on outside weather-wise because I have windows. Many spaces I have worked in over the years have had no windows or access to the outside. Sometimes, on a sunny day, I will take my laptop out to the deck and actually feel the sun on my skin. The air quality at home isn’t “iffy.” I’m eating better too. At the office, if I forgot my lunch or decided I am not in the mood to eat what I brought, I would stand on a long cafeteria line and purchase something overpriced and not quite as good for me as the things I have at home.

At the end of the day, I log off and hop into the shower. I’m dried and ready for the evening before I would have even been on I-91 sitting in traffic and feeling extremely agitated.

Monetary savings in food, gas, and clothing. Comfort. Healthier atmosphere and food. More sleep. More time. All good stuff, huh?

Enough about me—this can reap great benefits for employers as well.

For starters, there is likely less unexpected or short-term notice time off. Snow days are just as productive and not to mention safer on both ends. If an employee doesn’t feel well but slugs into the office, other employees get sick, then they get their children sick. Then the children need to stay home, be picked up from school, or not be allowed in daycare, which is more time off for others. An employee without a telework agreement who opts to stay home will cost the organization a full day of work. An employee with one who opts to work sick from home loses the organization very little. Additionally, a doctor appointment in the middle of the day before telework for either my children or myself used to mean a whole morning or afternoon off—usually the afternoon, because trying to find a parking space by 8am where I work is like trying to find a needle in a haystack.

Speaking of parking and space, allowing employees to telework creates both. Office space in many organizations is at a premium. Even having everyone telework one day a week (staggered) would free up 20% of office and parking space.

There is overall less wasted time throughout the day. Lines at the coffee shop, lines in the cafeteria, waiting for elevators, looking for an open bathroom, being in a queue just to warm up food in the microwave, that third Wednesday of each month where the computers reboot for what seems like infinity… just to name a few. Not to mention a lot of time chit-chatting and socializing. Yes, there are times the remote connection kicks me off, but the overall time savings favor the employer with all the other time wasters that happen in the office.

Safety is always an issue. When I was the strategic planner for VA Connecticut, one couldn’t imagine the number of complaints that would come in every week about air quality, requests for asbestos checks, mold checks, ripped carpets that folks trip over, furniture with sharp edges, etc. When it rains or snows, someone was always bound to fall—meaning a visit to employee health, days off, workers’ comp… all kinds of stuff no employer really wants.

Employees are happier when they aren’t rushed, eating well, sleeping more, saving money, moving around, and feeling like their employer is doing something mutually beneficial for both of them. How can you go wrong?

Well… many things can go wrong. That could be a whole other blog. It may be comforting, however, to know there is some strong, sound advice, policies, and guidelines out there. My organization, for example, has trainings required by both the employee and supervisor before beginning. Additionally, clear expectations are required to be written up, and it comes with the caveat that either party can terminate it at any time. Why not swipe some of these best practices from a person or whole organization that does it well? There are hundreds of articles on the web and in HR journals around the world about why it’s a win-win for all to adopt it, and nearly none on how terrible it has gone.

For now, if you are thinking about using an existing policy or implementing one in the workplace, these are some of the reasons I would humbly advocate for it on both ends. I am sure I’m missing many more benefits! Please don’t hesitate to pipe in or comment if you know of any. Horror stories are welcome too!

Thanks for taking the time to read. I’d love to hear your thoughts!

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One of my “co workers”

If you aren’t outraged, you aren’t paying attention.

I have to admit—I had never really heard of International Women’s Day either. My initial reaction wasn’t great, but I started looking into it. It’s been around since 1909. Really? It was first celebrated in New York City, and the date later moved to March 8th when it was recognized more broadly. It’s been around for over 100 years and somehow never fully caught on here. Maybe it’s about time.

When I thought about it beyond that first reaction, I started to feel something closer to outrage. To everyone who made fun of the day or felt the need to post something snarky—have you ever stopped to consider why it exists?

In the United States, we still lag behind many developed countries in policies that support families. Paid maternity leave is limited. Paid paternal leave is not standard. Many women still earn less than men in similar roles. Representation in leadership and government positions remains uneven. And culturally, women are still often portrayed in narrow ways that shape expectations from a very young age.

Globally, the gaps are even more striking. Women make up half the population, yet hold a much smaller percentage of leadership roles. Many still face violence, limited access to education, and restrictions on basic freedoms. These realities are not abstract—they affect real people, every day.

So when people dismiss something like International Women’s Day, it makes me pause.

Why is this acceptable?

Why are these things normalized?

Some might say women make different choices—that they step away from careers, take fewer risks, or prioritize family. But why is that the structure we’ve accepted? Why does raising children—future members of society—come at such a high personal and financial cost?

Most families I know didn’t choose daycare because they preferred it. They chose it because they had to. To pay bills. To survive. And for those who stay home, there are tradeoffs too—financial, professional, long-term.

This isn’t just a personal issue. It’s a societal one.

You would think the federal government might set a stronger example. On paper, it often does. In practice, that hasn’t been my experience.

I’ve worked for the federal government for over two decades—active duty, reserve, and civilian. When I got pregnant in 2006 while in the military, I applied for what was described as a generous unpaid leave program. My situation was straightforward—we had no childcare support, and both my husband and I had schedules that made coverage nearly impossible.

It was denied.

No real explanation beyond “I was needed.”

I returned to work after six weeks. There was no place to pump, so I didn’t breastfeed. A coworker’s wife helped watch my son. People were shocked the request had been denied. It worked out—but it easily could have not.

A few years later, when it came time to reenlist, I wanted to stay in. I had strong performance reviews and had advanced quickly. We asked for a reasonable accommodation—one of us needed to be stationed somewhere that didn’t require overnight duty so we could care for our child.

It wasn’t considered.

I was told it was my turn for ship duty. End of discussion.

I left active duty.

Another motivated woman out of the workforce.

Years later, in my civilian role, I saw similar patterns. Flexible schedules, job sharing, alternative work arrangements—all things that exist on paper. In practice, they were rare.

After 22 years of consistent, high-level performance, I asked for an alternative schedule to manage burnout and maintain balance.

The answer was no.

No clear explanation. No real discussion. Just… no.

When I pushed for clarity, the response wasn’t transparency—it was subtle resistance. Enough to feel it, not enough to prove it.

Eventually, I left that role.

Another motivated employee gone.

This isn’t just about me. It’s about a pattern.

At some point, you start to ask—where is the accountability? Why don’t these issues feel more visible, more urgent?

Why aren’t we talking about them more openly?

Why aren’t we asking for better?

And beyond our own borders—why aren’t we paying more attention to the realities women face in other parts of the world?

This isn’t about comparison or competition. It’s about awareness.

Because inequality isn’t always loud. Sometimes it’s quiet. Built into systems. Accepted over time.

So maybe International Women’s Day isn’t something to dismiss.

Maybe it’s simply a reminder.

To pause.

To notice.

To ask better questions.

To consider what still needs to change.

Because if we don’t, it’s very easy to assume everything is fine.

And often, it isn’t.

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Thanks for taking the time to read. I’d love to hear your thoughts!

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Why Telework Works (For Me and the Workplace)

On International Women’s Day