Out of the Office, on the Clock
28/02/2013 1 comentario
Workers Know Where to Work. Organizations trying to decide whether + when to allow people to work remotely are stuck in the last century. In the 1950s, requiring employees to work in the same location made a lot of sense. But we’ve evolved, as civilizations tend to. Today we have numerous tools allow us to work from literally anywhere on planet. We are moving forward, society is aligned in favor of a 24/7 economy that rewards personal responsibility and freedom. It’s not about who’s in the office vs. who has gotten a special pass to work outside the building. Responsibility+freedom. Responsibility for the work, and the freedom to do it in a way makes common sense. Managers are playing hall monitor instead of getting crystal clear with each employee about the delivering measurable results. Managed flexibility is outdated, just paternalistic behavior of granting permission for people to work outside of the 1952 constraints of time and place. Organizations can trust their employees to own their work and manage their time without vintage H.R. policies about office hours or remote working. Managing someone’s time is a way of saying, “I don’t know how to effectively manage the work, so now I’m going to try to manage you.” Treat people like the adults that they are, and they will act like adults. Treat them like children, you’ll find yourself with a workplace full of people who are watching the clock tick waiting for the bell so they can make a mass exodus. Our advice: Focus on managing the work, not the people. People can manage themselves. Get clear on what needs to get done and how it’s being measured, stop managing how and where people do it. If they don’t deliver, they’re out. No results? No job. Welcome to the 21st century.