Recently Yahoo started adopting a “no telecommuting” policy. Employees will be required to be physically present at the office. The company management believes that this will increase the team feelings and improve the productivity.<\/p>\n
Some people, however, believe that the result will be the opposite. Imagine getting onboard with the promise that you will be able to work from home, and then having this opportunity revoked. Not a fair move, eh?… If I was a Yahoo employee, probably would send to the management (or maybe wouldn’t dare, but would like to) a letter like this:
\n—-
\nDear Management,<\/p>\n
I completely agree with the need to improve the team interaction and boost the company creativity – and energetically support the measures in this direction. We must never forget that the team interaction and the creativity are what enables the company to make the money that pay our salaries.<\/p>\n
Keeping this in mind, I would like to suggest some minor improvements to the plan. Please take them only as my attempt to further the noble goals of the company management.<\/p>\n
Until now, I was working from home. Under the new rules, I will have to travel each day to the company and back. It will be great if the company assumes the travel costs, as avoiding them has been for a long time a part of the work conditions I value and love Yahoo for.<\/p>\n
Also, I live a hour and half from the local Yahoo office. Thus, I will have to commute for three hours per day to go to work. These three hours have always been a part of my time Yahoo has allowed me to keep, and I signed with the company and worked for it happily with the thought of them. As Yahoo now takes them away from me, it might be honest to pay them as overtime.<\/p>\n
Of course, Yahoo is not legally bound to do any of these. However, if it doesn’t, the company might be perceived by some employees as “cheating to its personnel”. This might in turn spoil the connection the employees of Yahoo feel to it, and to damage the team bondage and interaction and ultimately to decrease their creativity and productivity. I would very much like to avoid this development and to continue to see Yahoo as the best company to work in – one loved and supported by its employees.<\/p>\n
I must add that these three hours are not simply a leisure. To be maximally energetic and productive when at work, I need to be rested. For this reason, denying them to me might decrease my ability to give to the company. Undoubtedly I will do my best to compensate for this, working even harder than before. However, some productivity downslide might be just unavoidable. As it is not caused by a slackness or a wrong move of mine, but by a company management decision I cannot (and should not) avoid, I strongly hope that this downslide will not reflect upon my remuneration.<\/p>\n
The same is valid also for the worktime flexibility, provided by the telecommuting, that will be lost. Now I am able to choose my best and most productive hours and dedicate them to working for Yahoo. When I go to a fixed worktime, I will not be able to fit my schedule to my productivity. As with the commuting tiredness, this will inevitably reflect upon my productivity and resourcefullness, despite that I will happily squeeze myself even further to counter the downslide. And also, as this is not my fault but a company management decision, I will expect that the downslide will be accepted as natural and inevitable and will not reflect upon my remuneration.<\/p>\n
I know that working from home will not allow me to use the now free cafeteria at the office, and accept it. Also, missing a new iPhone might be unpleasant, should I choose between this and telecommuting. However, all adults know that you can’t have your cake and eat it, too. It is a matter of being given a choice, or simply ordered to take whatever the superiors like for me. Honoring my choice will help me improve my contribution to Yahoo. Disregarding my choice might hamper my ability to contribute, even if I struggle more than before.<\/p>\n
I am writing this with the strong desire to help keeping the employees morale and dedication high, and to achieve the maximal possible team interaction and productivity. Losing these might have catastrophical results in a sector like IT, where the competition is fierce and the talent is always in drastic shortage. I dedicated some of my best years to Yahoo, and would really love to see it flourish and prosper – and to make me proud of working for it.<\/p>\n
Sincerely….<\/p>\n
(Hope the Yahoo Management will forgive my poor English. \ud83d\ude42 )<\/p>\n","protected":false},"excerpt":{"rendered":"
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