Don’t Let Employees Pick Their WFH Days

hbr.org

4 points·Clewza313··2 comments

> One concern is managing a hybrid team, where some people are at home and others are at the office. I hear endless anxiety about this generating an office in-group and a home out-group.

Yeah, let's not improve the the situation - don't let people work from home too much instead, it's their problem...

> We found that WFH employees had a 50% lower rate of promotion after 21 months compared to their office colleagues. This huge WFH promotion penalty chimes with comments I’ve heard over the years from managers. They often confided that home-based employees in their teams get passed over on promotions because they are out of touch with the office.

Definitely let's just force people back into the old system rather than improve the approach / behaviour of the management here. Much easier!

Single young men could all choose to come into the office five days a week and rocket up the firm, while employees with young children, particularly women, who choose to WFH for several days each week are held back.

I don't see how this is solved by managers refusing to allow workers a say on when they're going to work from home given what's already been said for ages, long before the pandemic about women and their struggles to get promoted at a rate commensurate with their male peers.

This would be both a diversity loss and a legal time bomb for companies.

What about the "legal time bomb" of how this could affect employees with disabilities?

Why can't we create better programs for recognition, advancement, and outcome driven merit increases? The author here is using research from 2014 to write a bunch of words that amount to a continuation of "face time politics", and frankly I'm of a very simple opinion here: fuck that.

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