My supervisor has recommended I start working at home, initially part-time.  I like the idea as an unhappy commuter, but a colleague warns this may be a sign I will be laid off.  What do you think?

Telecommuting is growing in importance, especially in North America, although only a small fraction of those office workers who could work from home are actually permitted to do so.

There are a number of significant benefits to telecommuting, which no doubt makes it desirable for you.  The elimination or reduction of long-haul commuting, of course, is probably the most attractive feature.

Fuel and maintenance costs would be reduced significantly and your car, with less mileage, will last much longer.

The flexibility and convenience is especially positive.  Plus, from an altruistic perspective, the environment receives a breath of fresh air with one less internal combustion engine on the highway.

There are some downsides, which need to be acknowledged.  If you’re easily distracted and have difficulty getting motivated, working from home can be problematic.

Social contact is severely limited although with Skype, teleconferencing and corporate Facebook accounts, you’d still be able to communicate regularly with your supervisor and colleagues.

The sense of community – which is often under-rated as a benefit of a welcoming workplace – is also compromised with virtually no opportunity to relate to others more closely and even make friends.

As for your colleague’s concern that this initiative may be a precursor to being laid off, I would not be at all worried.  This would seem to be speculation on his part and not based on fact.

In reality, a recommendation to telecommute is much more of an indication of his confidence in your capacity to work independently: it is compliment to you.

Ultimately, you will need to contemplate this decision on two levels: first, you should consider whether it will be a good career move.  And, second, you’ll want to examine your character and work style to determine if you are suited for telecommuting.

If there are co-workers who have also been asked to consider this option, approach them and seek their advice.  Their suggestions could help you make an intelligent choice.

Working from home isn’t for everyone; but, if after careful reflection, you’ve decided to accept this opportunity, make it for a trial period – of  say six months – to determine whether it is appropriate for the long-term.

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There’s too much gossip in our office and it’s becoming destructive. How can it be eliminated? It’s hurtful and I personally experienced it recently. What can we do?

Regular readers will know this will be the second column regarding gossip which, I believe, is more negative to office morale than most people realize.

You say there is “too much” gossip but I’d suggest that any gossip is too much because of the pain it can cause, especially to those employees who are its victims.

Most of us, if we are candid, are drawn to gossip. We are fascinated by the unfortunate situations experienced by acquaintances and co-workers and we can sometimes exaggerate as we pass along what we have learned.

Gossip is always negative, never positive. Similar to the expose articles we see on the covers of tabloids – at the supermarket checkout – there is an attraction to the plight of others.

Modern society, it seems, has little regard for confidentiality and privacy, and the affection for gossip would seem to be consistent with this development. In fact, the more personal the information, the more it qualifies as gossip.

It is most unfortunate that you have experienced the cruel effects of gossip. Now, however, you are more than ever empowered to see it reduced significantly.

(You can never eliminate gossip entirely but with consensus and a company-wide policy it can be dramatically moderated.)

Start with yourself. Adopt the principle that you will politely leave a conversation if you can sense it is embracing gossip. Perhaps more importantly, decide that all gossip – which you may hear unintentionally – will end with you.

Introduce the topic – when appropriate – at staff functions. Avoid criticizing anyone by name but instead focus on your general belief that an office that approves of gossip is not a healthy workplace.

As noted earlier, it may be productive to pursue a company-wide policy on gossip, if there is not one currently in place. Speak to your supervisor first before recommending such a policy to your HR department (if you have one).

Stressing the positive news and achievements of various employees can be a proactive innovation which may provide a constructive alternative to gossip. You could also give leadership to this renaissance.

Most people agree that gossip is wounding but unfortunately it can still be attractive. Be proactive in your campaign against it through withdrawal from gossip-based conversation; pledge not to pass along what you’ve heard. And, tactfully promote a corporate policy on gossip that will reduce its acceptance.

Submit your confidential questions relating to work and office life to Simon through our contact links.