I sat down to work a couple weeks ago, ready to tick off the first in a long to-do list. From what I could tell, this was a spectacular crash. An hour of frantic booting and rebooting, phone calls and "system restore," and I had to face the truth: My computer was one with the angels.
The National Workplace Flexibility Study engaged managers from three diverse organizations, representing different industries, through a process of training, support and coaching to empower them with the tools and skill sets they needed to maintain their teams' performance while working flexibly.
In a previous blog, I spoke about some teleworking results from WorldatWork's recently published Survey on Workplace Flexibility. This blog serves as a "part 2" discussing technology that enables teleworkers to work effectively and why some still are in the dark ages about using them.
As National Work and Family Month comes to a close, take some time to think about what works for you and really practice balance. Spend time with your kids, encourage their development, set goals, and, most importantly, lead by example.
With all the press this past year about some very prominent companies rescinding their telework policies, I was very happy that it happened to coincide with the scheduled update of WorldatWork's Workplace Flexibility Survey.
It might get some folks thinking that this is the beginning of mass telework jilting throughout Corporate America. But all indicators point to it maintaining strong relationships within the biggest and smallest employers in the country.
Yahoo! is a bit of a mess as a company. Marissa is a bit of a star as a corporate CEO. She must know something about turnaround. But... I wonder what she was thinking when she built a nursery for her baby next to her office, while cutting off any flexibility for her staff.
Decades of social science research provide more than sufficient practical and empirical evidence that optimizing the degree of control workers have over the conditions of their work results in measurable benefits for all organizational stakeholders: the workers themselves.
Smart organizations are learning that they gain a great deal when they make it possible for new parents and workers with family responsibilities to slow down temporarily without being thrown from their top career track.
Marissa Mayer's not telling employees that Yahoo! wants them to give up their personal lives to long commutes and sad drip coffee makers. She's simply saying to her people that if they're all in this together, they've got to be in this together. Literally.
In order to get to that leadership table in Congress or the C suite, women cannot be marginalized, either directly by work policies that exclude their employment or by "having it all" media debates so rarified that they exclude their participation.