PurposeThis study examines whether group-level homogeneity in telecommuting status is associated with performance differences between teleworkers and non-teleworkers at the individual level. The authors further investigate the impact of group-level task interdependence on this relationship.Design/methodology/approachA group of 225 employees in 41 work groups were surveyed, and employee performance data from the organization was used. A multilevel perspective was used to examine the influence of normative telecommuting on individual performance.FindingsIt was found that while performance differences between telecommuters and non-telecommuters in mixed groups favor non-telecommuters, those differences become non-significant as the proportion of telecommuters increases. Results further show that when group task interdependence is low, there are no performance differences between telecommuters and non-telecommuters. When group task interdependence is high, telecommuters perform better as the proportion of telecommuters in the group increases.Research limitations/implicationsFuture studies should examine the group norms that are formed in predominantly telecommuting groups that support successful telecommuting outcomes.Practical implicationsTelecommuters perform better in groups with proportionally more telecommuters, even when task interdependence is high.Originality/valueThis study furthers our understanding around how telecommuting can be managed at the group level to maximize performance potential.