Final answer:
Employers can develop trust in a telecommuting employee by establishing clear expectations and communication channels, encouraging flexibility and autonomy, and having regular check-ins to address concerns and provide feedback.
Step-by-step explanation:
Developing trust in a telecommuting employee can be achieved by establishing clear expectations and communication channels. By setting specific goals, deadlines, and deliverables, the employer can ensure that the employee understands what is expected of them. Regular and open communication between the employer and employee is also crucial in building trust and addressing any concerns or issues that may arise.
Encouraging flexibility and autonomy can also help in developing trust. Instead of increasing surveillance measures or limiting remote work opportunities, giving employees the freedom to work at their own pace and allowing them to have a certain level of control over their work schedule can foster trust and accountability.
Example: The employer can have regular check-ins with the telecommuting employee through video conferences or phone calls to discuss progress, address any questions or concerns, and provide feedback. By being transparent and approachable, the employer can build trust and ensure that the telecommuting employee feels supported and valued.