Remote Work Not a “Perk”
It’s simply the place you work.
Last month, my friend Joe had a job interview to discuss the opportunity to become the Head of Finance at a small company. A successful executive with a proven track record, Joe was an ideal candidate for the job.
During the interview with the CEO, Joe was asked typical interview questions such as "Tell me about yourself" and "Why are you interested in this role?".
The third interview question was, “What do you think about hybrid work?”
Joe expressed his interest in hybrid work, stating that he missed connecting in-person since the pandemic started.
Joe shared that he sees hybrid work as the best of both worlds.
Joe appreciates the efficiency to manage both work and family responsibilities without the drudgery of a long commute 2x/day. Despite his kids being teenagers and not needing constant attention, Joe realized that his physical presence in the house meant a lot to his family.
Unfortunately, the CEO appeared to be stuck in 2019 and showed little interest in Joe's request for flexibility. In fact, the CEO scoffed about remote days saying that this was not a "lifestyle" job and that Joe should not bother asking for flexibility. The CEO went on to share his views that two days a week of remote work was a very special perk that would need to be “earned”.
Red flags were everywhere as Joe could tell from the CEO's tone that he looked down on people who worked from home offices, considering them to be less committed and effective.
Joe couldn't end the Zoom interview quickly enough, knowing that the company culture would be heavy with micromanagement and low on trust and respect.
As Joe told me, "My home office is not a perk - it's just a place I work."
Some companies still grip to an old-fashioned view that remote work is a company benefit.
However, the truth is that remote is a legitimate way of working that benefits both employees and companies. Allowing employees to have flexibility can skyrocket company loyalty, performance, and productivity while reducing overhead costs. In addition, remote work expands the talent pool beyond a specific geographic location.
For remote work to be successful, high levels of mutual trust and responsibility are vital. Employees must be self-motivated, disciplined, and able to manage their time effectively. Employers must trust their employees to deliver quality work and meet deadlines without constant supervision. Therefore, the success of remote work depends on a collaborative effort.
Keys to success include finding ways for people to work together in-person as well. To facilitate in-person collaboration, companies should:
Communicate their requirements for in-person collaboration (e.g. team meetings, project kick-offs, client meetings).
Establish a schedule for in-person collaboration (e.g. regular team meetings, weekly or monthly check-ins, project-specific meetings).
Provide support to employees who need to travel or work in a different location for in-person collaboration (e.g. travel expenses, accommodations).
Hybrid work is a great option, yet there is no one-size-fits-all solution. Employees ultimately want flexibility and autonomy in how they do their work. Companies that embrace hybrid options reap significant benefits, like lower overhead costs, reduced unwanted turnover, and a better employer reputation so you can recruit the best talent.
Lesson: It’s important to find a good cultural fit when interviewing for a new position. Even if the money is good, you want to feel trusted, respected, and valued for the results you bring in - not for where you happen to sit while working.