Yahoo CEO's ban stirs up workplace flexibility discussions

Corporate America’s most famous working mother, Yahoo CEO Marissa Myer, has started a storm of controversy in the media, on Twitter and across blogging sites since announcing she is not allowing her employees to work remotely.

Mayer’s rationale, as outlined in a memo to staff, is that communication and collaboration work better when people are together, improving both speed and quality. She noted that some of the best decisions and insights come from hallway and café discussions, meeting new people and impromptu team get-togethers.

Advocates of workplace flexibility have responded negatively to the announcement. Time poor working mothers, in particular, are in an uproar as they feel Mayer’s decision is setting them back, by taking away their flexible workplace arrangements and not allowing them to care adequately for their families.

Supporters have come out saying that Mayer’s decision is right as face-to-face interactions are more productive, tending to produce more innovative breakthroughs, something Yahoo needs right now. Critics say that the most talented staff will take the exit door, leaving behind those employees without options resentful of the ban. Some leading commentators found that it was a worry if a technology company couldn’t figure out how to collaborate remotely when it was an issue throughout the modern work world. Richard Branson is quoted as saying “Give people the freedom of where to work.” (Mayer fees heat over telecommuting ban, SMH 27 Feb 13)

Workplace flexilbility is a trending topic right now. A 2011 study by WorldaWork found companies that embraced flexibility had lower turnover and higher employee satisfaction, motivation and engagement (SMH 27 Feb 13). Studies have found that remote workers are less productive than their on-site colleagues, whilst other studies have found remote staff more productive and motivated.

A study reviewed in the MIT Sloan Management Review last June showed that telecommuting may be hazardous to employee evaluations. “Companies rarely promote people into leadership roles who haven’t been consistently seen and measured. It’s a familiarity thing, and it’s a trust thing. … their presence says: Work is my top priority. I’m committed to this company. I want to lead. And I can.”

Google, Apple and Facebook are among the leaders in creating ‘closeness’ in their workplace environment by designing their campuses to include gourmet cafes, free food, gyms and comfortable meeting rooms where their staff can mingle and talk. This is to encourage people to stay at the workplace rather than work remotely, although none of these companies have a ban on working from home. The Los Angeles Times noted that there is an unwritten rule at major Silicon Valley companies…that just because you can work from anywhere, doesn’t mean you should.

What’s your view?

• Do you think working at home is the wave of the future or hurtful to productivity?

• Does your organisation support workplace flexilbility? Does it work? What are the upsides and pitfalls?

• Do you feel you are expected to show your face at work and that your performance and commitment are linked to face-time?

Let’s hear from you!!

Donny