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Telework!Va Metro Richmond Market Viability Study

Telework!Va Metro Richmond Market Viability Study. Prepared By Southeastern Institute of Research Spring 2004.

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Telework!Va Metro Richmond Market Viability Study

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  1. Telework!VaMetro Richmond Market Viability Study Prepared By Southeastern Institute of Research Spring 2004

  2. The Telework!Va is a transportation demand management (TDM) program offered by the Virginia Department of Rail and Public Transportation (DRPT) to encourage businesses to offer teleworking programs. • First launched in Northern Virginia, Telework!Va offers participating businesses up to $35,000 in incentives to start or expand a formal telework program - $3,500 per employee. Incentives are limited to reimbursement of home computer work station lease costs, consultant/technical assistance expenses, and training for teleworkers and supervisors. • Applicants must demonstrate their willingness to start a long-term program, invest in the staff resources required to sustain a program and commit to an implementation schedule with appropriate milestones of two (2) years or less. • Telework!Va initial pilot program in Northern Virginia was successful. Telework!Va will now be rolled out in the Hampton Roads and Richmond markets. • More information on Telework!Va can be found at www.teleworkva.org

  3. Study Background & Methodology

  4. Background & Methodology • A quantitative online researchstudy among corporate decision makers of large and small businesses in the Richmond area • Sample supplied by the Greater Richmond Chamber of Commerce • Interviewing conducted April 22 – May 11, 2004 • This report based on 299 completed interviews • Maximum statistical error (at 95% confidence level) is +/- 5.7%

  5. Study Objectives • The overall objective of this research study is to assess the viability of launching Telework!Va in the Metro Richmond market. • Specific research goals include: • Quantify the potential demand for Telework!Va • Identify the ideal corporate prospects for Telework!Va • 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

  6. Professions: Professional Services: 25% Sales/Customer Service: 15% Finance/Investment: 11% Manufacturing/Distribution: 10% Marketing/Advertising: 8% Phone/Communications: 2% Government: 2% Engineering/Architecture: 2% Other: 24% Job Titles: President/CEO: 45% General Manager: 12% HR Director: 4% Chairman: 2% CFO: - 1% Other: 35% Average Number of Employees: 250 Employees Gender: Male: 68% Female: 32% Average Age: 49 Years of Age Profile of Richmond EmployersIncluded In This study 60% C-Class Respondents

  7. Employers’ Perspective on Air Quality&Traffic Congestion

  8. 92% Of Richmond Employers Rate The Area’s Quality Of Life Favorably40% rate it “Excellent” Q 1: Overall, how would you rate the quality of life in the Metro Richmond area?

  9. Many Employers Believe Richmond Area Has An Air Quality And Traffic Congestion Problem44% say air quality problem and 55% say traffic problem Q 2/3: Do you believe an air quality/a traffic congestion problem exists in Metro Richmond?

  10. Over a Third Feel Employee Productivity Is Affected By Traffic Congestion 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?

  11. The Larger The Company, The More Likely They Are To Feel The Affects Of Transportation/Daily Commute Issues On Their EmployeesWhile Company Size Has No Bearing On Views Of Employee Productivity Chart reflects responses of ‘high’ and ‘medium’ only 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?

  12. The Older The Manager, The Greater Sensitivity He/She Has To The Affects Of Traffic Issues On EmployeesChart reflects responses of ‘high’ and ‘medium’ only 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?

  13. Most Employers Feel A Responsibility To Help Resolve Area Congestion/Air Quality Problems Two-thirds (68%) say high & medium Q 4: How much responsibility do you believe an employer has in helping to solve congestion and air quality problems in the area?

  14. Larger Companies Feel More Of A Responsibility In Resolving Area Congestion & Air Quality ProblemsChart reflects responses of ‘high’ and ‘medium’ only 80% Q 4: How much responsibility do you believe an employer has in helping to solve congestion and air quality problems in the area?

  15. Yet, Few Employers (10%) Currently Offer Their Employees Work Commute Assistance Q. 7: Does your company currently offer any type of assistance, other than free parking, that help employees with their work commute?

  16. Key Finding # 1:Manyarea employers believe Metro Richmond has congestion/air quality problems and believe these issues affect their workforce. Over half feel some responsibility in addressing these issues. Yet, few offer employees work commute assistance programs. Strategic Implication: Position work commute assistance programs and Telework!Va as easy and sensible ways employers can act on their sense of responsibility and, in doing so, directly benefit themselves.

  17. Work Commute Assistance Programs

  18. Of The Small Minority That Offer Programs, Flex Time And Telecommuting Are The Most Popular Work Commute Assistance Programs*Among only those (12% of total) who currently or used to offer employee work commute assistance* Q 8/8a: What type of programs does/did your company offer to employees to assist with their work commute? * Data represents only 33 respondents or 12% of the total sample – small base for analysis

  19. Many Find Their Commute Assistance Programs Effective For Recruiting, Retention, And Productivity* 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 33 respondents or 12% of the total sample – small base for analysis

  20. Key Finding # 2:Commute programs, among those that do offer them, have a positive reputation. The majority of current employers who offer these programs feel they are effective for recruitment, retention, and enhanced employee productivity. Strategic Implication: Link work commute programs/Telework!Va directly to employer benefits

  21. Existing Telecommute Programs

  22. Both Formal And Informal Telecommute Programs Are Offered To Richmond Area Employees*Among only those who currently or used to offer employee work commute assistance* Q 11: What type of telecommuting program does/did your company currently have or previously had? * Data represents only 15 respondents or 5% of the total sample – small base for analysis

  23. Employers Who Offer Telecommuting To Their Employees Report An Average 25% 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 36% of their workforce telecommutes. Employers who offer a formal program report an average 16% of their workforce telecommutes. However, due to small sample size, no statistically significant difference can be concluded from these findings.

  24. Office Space Savings And Employee Retention Lead the Way As Perceived Benefits Of Telecommuting ProgramsMore so than recruitment and productivity Retention Productivity Recruitment Q 15: What do you see as the major benefits of a telecommuting program?

  25. Companies That Currently Offer Work Commute Assistance Programs Have Even A Greater Appreciation Of The Benefits Of Telecommuting Q 15: What do you see as the major benefits of a telecommuting program?

  26. Key Finding # 3: Telecommuting programs work! Employees participate and employers see direct benefits in space reduction, retention, and increased productivity. Strategic Implication Bring specific telecommuting benefits - space reduction, retention, and increased productivity - to life in the Telework!Va marketing program. Establish and package initial success stories.

  27. Barriers To Telecommuting Programs

  28. While There Are Many Reasons Companies Hesitate To Offer Telecommuting Programs, The Biggest Concern Centers Around Managing/Performing Work Cannot affect Does the work get done? Soft Q 14: Why do you not currently offer a telecommute program to your employees?

  29. Many Of These Reasons Are “Concerns” Based On Perceptions. They Are Not Issues Based On Facts Or Experience. Example: Employee Interest…

  30. Employers Feel That Only A Third Of Their Employees Are Interested In A Telecommute Program…but…Many Are Uncertain Of Their Employees’ Interest In Telecommuting Q 17/18/19: What are your employees’ current attitude about telecommute programs?

  31. From A 2001 Resident Study, We Know That 60% Of Richmond Area Employees Are Interested In Telecommuting (At Least On An Occasional Basis*) 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: SIR Research/FH 2001 Telework Study

  32. Key Finding # 4: There are many different barriers to employer-acceptance of telecommuting programs. Managing/producing work are the biggest perceived roadblocks. This and other reasons, however, may be based on misperceptions, not actual experience. 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.

  33. Interest In, And Support For, The Telework!Va Program

  34. In the questionnaire, respondents were presented with a comprehensive description of the Telework!Va Program that will be launched in Metro Richmond. Based on this…

  35. 37% Are Interested In The Telework!Va Program 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?

  36. Financial and Professional Services Are Most Likely To Be Interested In Telework!Va 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?

  37. While 37% Expressed An Interest In The Program, A More Realistic Long-term Market Potential Is 12% Applying A Discount Model To Level of Interests Suggests That The Potential Market For The Telework!Va Program in Richmond 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. 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?

  38. Two Out Of Five Executives Feel The Telework!Va Incentive Program Would Motivate Their Company To Look Into A Telecommute Program Q 32/33: How likely would this program be to motivate your company to expand/begin to look into a telecommute program?

  39. 29%* Of Senior Management Executives Said They Would Personally Support Telework!Va * Note: Management in this study skews to the highest c-class level. Q 30: If Telework!Va came to your attention, would you personally work to see that it was considered for implementation in your company?

  40. Small and Big Business Senior Management Would Support Telework!Va Implementation In Their Company Q 30: If Telework!Va came to your attention, would you personally work to see that it was considered for implementation in your company?

  41. There Is No One Reason That Others Are Not Interested In Telework!VaOpen End Reponses • We have other priorities • The nature of our work would be better suited for 5 days per month per employee • The way we currently operate would have to change and this change will be a big cost and not so sure how effective • Don’t want the government messing with our business unless absolutely necessary • Do not sense that transportation is a big issue for our employees • Hassle outweighs the benefit • Senior management is not a proponent of telecommuting and the benefits offered by this program would not affect their attitude

  42. When Asked For Suggestions For Improvement, Three Out Of Five Say “Nothing In Particular” 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?

  43. Key Finding #5: Over a third (37%) of companies are interested in Telework!Va. And 40% ofsenior management* feel the Telework!Va. program would motivate them (their company) to consider telecommuting, and one-third of the executives would personally support this cause! Strategic Implication: Launch Telework!Va in Richmond. Leverage high-level personal interest in the program among c-class executives. *Management in this study skews to the highest c-class level.

  44. Telework!Va Program AccountabilityRequirements

  45. A Majority Find All Telework!Va Program Accountability Requirements Reasonable Q 20: How reasonable would you say are the accountability requirements necessary for program participation?

  46. Many Uninterested In Telework!Va May Not Know Enough About Telecommuting Programs To Know If the Requirements Are Reasonable Note the “Don’t Knows” Q 20: How reasonable would you say are the accountability requirements necessary for program participation?

  47. Key Finding # 6: Most executives find Telework!Va program accountability requirements reasonable. Those not interested, may not know enough about these kinds of commute assistance programs to rate the related requirements of Telework!Va. Strategic Implication: The basic Telework!Va Program, as currently structured with its current accountability requirements, can work!

  48. Importance Of Telework!Va’s Financial & Program Assistance Incentives

  49. Telework!Va’s Financial Incentive Is Most Important In Garnering Business InterestOn a scale of 1 – 5, where ‘1’ is “Most Appealing”and ‘5’ is “Least Appealing” • Incentive Level – Up To 10 Employees or $35K 1.7 average • Program Development Assistance 2.9 average • Equipment Lease 3.3 average • Online Training/Educational Assistance 3.4 average • IT/MIS Technical Assistance 3.5 average Q 23: Looking at specific aspects of the program, which are most important to you in your interest in the Telework!Va program?

  50. In Fact, Half Think A Financial Incentive Is Absolutely Necessary Q 24: Do you think a financial incentive is absolutely necessary to motivate companies to seriously consider implementing a telework program?

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