While I certainly don't qualify as part of the millennial generation, I do work for a company (a multi billion unicorn startup) that allegedly boasts innovative hiring and talent management practices. You might already have noticed the word in italic "allegedly". Yes it actually is not as forward thinking as it makes itself out to be. Case in point -- I applied for the option to be able to work from home one day a week and was turned down, by both the HR department and my director. I was not the least miffed about the outcome but what got my goat was how double standards seemed to be applied across the company and of how conservative and traditional this company is. I know of folks who were working from home and have witnessed how laissez-faire senior managers of the company are with the resource of the company whenever they travel. To turn down my application to work from home on a day of a week (when I could afford it) seems ludicrous in the face of how many others are constantly abusing the freedom that's bestowed on the employees.
Let's come back to the topic of working from home. While there are arguments to be made against and for this practice, I'm a huge believer in results rather than office presence i.e. I am partial to having someone deliver strong results than in having someone clock the hours and not produce results for a few reasons:
1. Empowerment
Action speaks volume. How leaders behave sends clear signals to employees. By empowering someone with the ability to work from anywhere (including from home) on the condition that results are delivered, that manager shows that they truly believe in empowering employees to do what's best for themselves, which brings me to the next point on culture.
2. Culture
Culture is the glue that keeps a company together and the fuel that turbocharges a company's performance. A company with a great culture is a safe environment where there is implicit trust within the team. Allowing an employee to work from home, amongst other things that a company does, sends this signal to the team -- that your manager trusts you and has your interests at heart. There's no better way to get an employee to dedicate their best efforts to you.
3. Results-centric
For all the talk about being results-centric, my company obviously did not quite make the mark. A truly results-focused company believes in doing what's best to help the team and the company hit that bullseye. It could be something as simple as allowing staff to work remotely, or bringing in additional help to enhance the capabilities of the team. Anything really, that can get the team safely and together across the finishing line at the end of the period. By tying performance to results, rather than to number of physical hours in the office, the manager is cultivating a bottomline-driven, results-focused team. In a world as competitive and dynamic as ours, a performance-driven culture is the basic building block to achieving pole position and gaining an edge above the competition. If permitting my team to work from home has the salubrious effect of instilling that mindset of excellence, I'm more than happy to offer it, anytime.
If I do have my own company one day, I'd be sure to remind myself of what I said above -- and walk the walk and talk the talk by enabling and empowering my staff to work from home, for at least once a week. Far beyond just the positive benefits listed above, I believe that time away from the office also allows for more creative and strategic thinking, which can only take the company even further. Really, what's there not to like? :)
