Getting Bucked Off of a High Horse?

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Elon Musk recently stated the following: “People should get off their godd*** moral high horse with their work-from-home b****** because they’re asking everyone else to not work from home while they do.”

Canada’s well known entrepreneur Kevin O’Leary countered: “Prior to the pandemic, I was very fortunate in a portfolio basis to make 15% free cashflow pre-tax. Today that same portfolio, post-pandemic, with 40% of the staff working remotely all around the world, is going to do 17.5% free cash. That’s a 20% increase in free cash flow… So you can’t tell me this doesn’t work, in fact, I want to do more of this because I’m reducing my costs of real estate.”

Independently the iconic consulting company McKinsey published the following: “87% of the American workforce would choose to work somewhat flexibly if the opportunity was offered to them… Employers are wise to invest in technology, adapt policies, and train employees to create workplaces that integrate people working remotely and on-site.”

My take: The very best organizations are employing a more thoughtful, contextual, research based approach to remote work. They are actively listening to employees based on “People First” actions, AND viewing the situation from a customer lens. They are resisting jumping on the “self righteous” bandwagon based on their own ego driven beliefs about what’s “best and right.” Here a few principles being employed that are helping organizations take a more objective approach:

What is required in the role? Obviously some work cannot be remote, regardless of policy. They usually do lend themselves to applying some work flexibility however.
Emphasize value creation versus counting time and attendance as a surrogate for “results.”
Pursue collaboration beyond the simplistic belief that “face to face” is an equivalent. Peer to peer teamwork is vital but not exclusively linked to where people work.
Fully explore leveraging the very best of collaborative technology.
Encourage self accountability at every level.
Reinvent leadership to coach for progress based on context versus location or time.
Minimize applying the biases of being equal versus applying equity and scarcity versus abundance. (Elon Musk’s comments are an indication of falling into equality and scarcity traps).
Have the courage to determine what’s best for the unique situation of the organization versus feeling defensive or seduced into an often false “boss" narrative” : “taking control of all those remote workers who cheat and are unproductive or minimizing when you must have people face to face in person.”
Be prepared to have a variety of unique work arrangements that are transparent and are sensible. Trust people to get differences.
Listen and know that the people in your organization have the best answers. People are the source.

Often, when human beings come together the situation is complex and a little messy. The “answer” is not to announce a position based on some self righteous, moral high ground. People will vote with their feet and eventually leave if the remote work policy is solely based on ego driven edicts from “the man.”

Think Big, Start Small, Act Now

Lorne

One Millennial View: This seems to be an opportunity to put ourselves in positions to choose our own adventures. We know the tech is there for many knowledge workers to work successfully from anywhere, and we might feel lucky and grateful for that reality. We’re also humans, who are conditioned to have at least some degree of face to face contact, and even if it challenges convenience, it might be the healthier option. I certainly respect the argument for both. Ultimately, it’s your ride, and if you can accomplish what you've agreed to, then buckle in where ever makes best sense for you.

Garrett

Edited and published by Garrett Rubis

Getting Bucked Off of a High Horse?

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