July 28, 2023
It’s Impossible to Explain – Managing Hybrid/Remote Work Part IV
This series has been based so far on the assumption that our organization leaders are smart and forward-thinking. If this is the case, previous examples related to employee treatment by Corporate Management have been impossible to explain.
In this instance, we want to focus on employee expectations that are impossible to explain.
May 31, 2023
It’s Impossible to Explain – Managing Hybrid/Remote Work Part III
Several times we’ve talked about how remote work is being monitored by software and over-controlled by policies. The stated outcome for doing this is the desire to assure people are being productive. But what are they measuring?
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May 18, 2023
It’s Impossible to Explain – Managing Hybrid/Remote Work Part II
In our last blog on this topic we tried to understand why companies would use elementary school policies for monitoring work as well as treat people as commodities when recruitment and retention are major challenges today. Since that post a few weeks ago, more of the same types of examples continue to roll in. Here’s the most recent.
May 6, 2023
It’s Impossible to Explain – Managing Hybrid/Remote Work
It’s Impossible to Explain – Managing Hybrid/Remote Work
One of our family members is working remotely 100% of the time. Her company fully supports this as a remote position BUT has written a number of policies to assure productivity and efficiency. For example:
- Two 15-minute breaks are granted per day at specific times as well as a 30-minute lunch break. She must log in and out. The policy states that if an employee is “unresponsive”, they will be listed in the system as MIA with an associated code of TIME OFF NO PAY which, the company states, will impact overall performance.