{"id":42498,"date":"2018-08-21T04:45:12","date_gmt":"2018-08-21T09:45:12","guid":{"rendered":"https:\/\/michaelhyatt.com\/?p=42498"},"modified":"2018-08-21T04:45:12","modified_gmt":"2018-08-21T09:45:12","slug":"in-defense-of-remote-work","status":"publish","type":"post","link":"https:\/\/fullfocus.co\/in-defense-of-remote-work\/","title":{"rendered":"How to Lead Remote Workers"},"content":{"rendered":"<p>The long-running debate on the value of working remotely has been rendered moot, at least for now, by the coronavirus. Pundits and consultants have debated whether it\u2019s good or bad for productivity and morale. Regardless, the need to have teams work from home has been thrust upon many businesses by the current health crisis.<\/p>\n<p>The truth is that data and anecdote can be marshaled to support most positions on this issue. In part, this is because \u201cwork\u201d is not one thing: building a car, writing code, answering customer-support calls, writing articles about workplace policy\u2014these are all \u201cwork,\u201d along with burger flipping, sales, marketing, and on and on.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-42708\" src=\"https:\/\/fullfocus.co\/wp-content\/uploads\/2018\/08\/working-at-home.jpg\" alt=\"\" width=\"1920\" height=\"1080\" srcset=\"https:\/\/fullfocus.co\/wp-content\/uploads\/2018\/08\/working-at-home.jpg 1920w, https:\/\/fullfocus.co\/wp-content\/uploads\/2018\/08\/working-at-home-600x338.jpg 600w, https:\/\/fullfocus.co\/wp-content\/uploads\/2018\/08\/working-at-home-1400x788.jpg 1400w, https:\/\/fullfocus.co\/wp-content\/uploads\/2018\/08\/working-at-home-768x432.jpg 768w, https:\/\/fullfocus.co\/wp-content\/uploads\/2018\/08\/working-at-home-1536x864.jpg 1536w\" sizes=\"(max-width: 1920px) 100vw, 1920px\" \/><\/p>\n<p>But even among the types of white-collar jobs most associated with telecommuting, work is multifarious and the considerations about the best way to get it done are complex. Which brings us to the real heart of the remote-working matter: Do you trust your employees?<\/p>\n<h3>Lead with trust<\/h3>\n<p>If you do, then the answer is straightforward: Trust them to know how best to do their jobs, including where to do them. If you don\u2019t, then remote working isn\u2019t the problem. It\u2019s a scapegoat.<\/p>\n<p>I don\u2019t mean necessarily a scapegoat for underperformance, although it can be that. When IBM, one of the original trailblazers of the telecommute, announced last year that thousands of remote workers would have to start coming to the office, observers were quick to note that the company had seen 19 straight quarters of revenue declines.<\/p>\n<p>Likewise, Marissa Mayer\u2019s ill-fated attempt to turnaround Yahoo included a clamp-down on remote work. Of course, Mayer steered clear of blaming remote workers for Yahoo\u2019s struggles, but she did suggest that employees who worked remotely were missing out. Her memo about the change explained: \u201cBeing a Yahoo isn\u2019t just about your day-to-day job, it is about the interactions and experiences that are only possible in our offices.\u201d<\/p>\n\t\t<aside class=\"tweetable tweetalign_center\" style=\"width:100%\">\n\t\t\t<blockquote>\n\t\t\t\tTrust your employees to know how best to do their jobs, including where to do them.<cite>Brian Carney<\/cite>\n\t\t\t<\/blockquote>\t\t\t<ul class=\"actions\">\n\t\t\t\t<li class=\"icon-arrow\"><a class=\"icon-twitter\" href=\"https:\/\/twitter.com\/intent\/tweet?source=tweetbutton&text=Trust%20your%20employees%20to%20know%20how%20best%20to%20do%20their%20jobs%2C%20including%20where%20to%20do%20them.%20https%3A%2F%2Ffullfocus.co%2F%3Fp%3D42498&via=michaelhyatt\" title=\"Share Quote on Twitter\" target=\"_blank\">Tweet<span> Quote<\/span><\/a><\/li><\/ul><\/aside>\n<p>History does not record whether any of the affected employees yelped \u201cYahoo!\u201d in response to the memo, but it\u2019s safe to assume some number of those reactions ended with an exclamation point.<\/p>\n<h3>Lead with purpose<\/h3>\n<p>For some jobs with certain responsibilities, Mayer wasn\u2019t wrong. But it\u2019s equally certain that for others, forcing them to work where she wanted them to was a mistake.<\/p>\n<p>There are two kinds of companies, according to Jean-Francois Zobrist, the long-serving CEO of the French foundry FAVI: \u201cHow\u201d companies, and \u201cWhy\u201d companies. The former believe in telling their employees how to do their jobs. They insist on standardized processes and procedures, top-down control, and power and information concentrated at the top. They usually tell their employees where to work too.<\/p>\n<p>To varying degrees, this aptly describes most large corporations today. But there is another sort, what Zobrist calls \u201cWhy\u201d companies. They focus on telling their employees why they\u2019re doing what they\u2019re doing and leave the \u201chow\u201d to the individual. FAVI\u2019s factory floor reflected this. Every workstation was customized; machines were often arrayed at what appeared to be incongruous angles relative to each other, and no two places alike, or so it seemed.<\/p>\n<p>In other words, each employee worked in the way that maximized their own productivity, and each was free to experiment to discover what that was. When I and my co-author of <a href=\"https:\/\/www.amazon.com\/Freedom-Inc-Corporate-Liberation-Performance\/dp\/0998074306\/mhyatt-20\"><em>Freedom, Inc.<\/em><\/a> visited FAVI while researching our book, we saw custom-fabricated parts racks and tools everywhere we looked.<\/p>\n<p>And each employee could explain why this rack was tilted at this angle, why she made a special rake for gathering parts, and so on. They were creatively engaged in improving their own performance because they\u2019d been given the freedom to do so, and knew they weren\u2019t being measured by anything else.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-42710\" src=\"https:\/\/fullfocus.co\/wp-content\/uploads\/2018\/08\/bronze.jpg\" alt=\"\" width=\"1920\" height=\"1080\" srcset=\"https:\/\/fullfocus.co\/wp-content\/uploads\/2018\/08\/bronze.jpg 1920w, https:\/\/fullfocus.co\/wp-content\/uploads\/2018\/08\/bronze-600x338.jpg 600w, https:\/\/fullfocus.co\/wp-content\/uploads\/2018\/08\/bronze-1400x788.jpg 1400w, https:\/\/fullfocus.co\/wp-content\/uploads\/2018\/08\/bronze-768x432.jpg 768w, https:\/\/fullfocus.co\/wp-content\/uploads\/2018\/08\/bronze-1536x864.jpg 1536w\" sizes=\"(max-width: 1920px) 100vw, 1920px\" \/><\/p>\n<p>There were no remote workers on that foundry floor, if only because it\u2019s not easy to cast bronze in your home office. But remote work is best viewed as just one application of that same principle: That employees deserve the trust to organize their work life in the way that makes them most productive.<\/p>\n<p>Do you trust your employees to decide to which group they belong? This is part of an even larger question: Do you trust your employees to decide for themselves how best to do their jobs?<\/p>\n<h3>Be a why company<\/h3>\n<p>Even from here, in my home office, I can hear the chorus of \u201cYes, buts\u2026\u201d and \u201cIf only it were that simple!\u201d It is simple, but that doesn\u2019t mean it\u2019s easy. Our book is a full-length examination of the challenges, pitfalls, and benefits of being a \u201cwhy\u201d company.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-42720\" src=\"https:\/\/fullfocus.co\/wp-content\/uploads\/2018\/08\/freedom-inc-book.jpg\" alt=\"\" width=\"250\" height=\"375\" srcset=\"https:\/\/fullfocus.co\/wp-content\/uploads\/2018\/08\/freedom-inc-book.jpg 500w, https:\/\/fullfocus.co\/wp-content\/uploads\/2018\/08\/freedom-inc-book-400x600.jpg 400w\" sizes=\"(max-width: 250px) 100vw, 250px\" \/><\/p>\n<p>When I say remote working is a scapegoat, I mean it often gets the rap for a load of other problems. If you take\u00a0away the \u201chow,\u201d for example, the \u201cwhy\u201d becomes extremely important, even essential. If your employees don\u2019t have a clear mission, combined with a shared vision for what you are trying to accomplish together and how they contribute to that vision, they\u2019ll be at a loss for what to do, or they\u2019ll be doing the wrong things because they\u2019re pursuing different goals.<\/p>\n<p>But the problem, in that case, is not that they\u2019re remote. People are just as good at goofing off, being disengaged and performing makework in an office as they are at home or in a Starbucks. Sometimes they\u2019re even better at it at the office because they\u2019re reacting against being \u201cwarehoused\u201d for eight hours a day, or more.<\/p>\n<p>The underlying problem is inadequate communication of the company\u2019s \u201cwhy,\u201d and that employee\u2019s role in pursuing it. Max De Pree, management philosopher and author of <em>Leadership Is an Art<\/em>, said it best: Communicate lavishly.<\/p>\n<p>Talk to people about what they\u2019re doing, why they\u2019re doing it. Maybe check in on how they\u2019re doing it, but be careful there. It\u2019s all too easy to slip into that \u201chow\u201d mentality or to be perceived that way. Make sure employees know what they\u2019re supposed to be doing, and why, and don\u2019t just do so once a year in a formal performance review, but do it lavishly and as often as possible.<\/p>\n\t\t<aside class=\"tweetable tweetalign_center\" style=\"width:100%\">\n\t\t\t<blockquote>\n\t\t\t\tMake sure employees know what they\u2019re supposed to be doing, and why, and don\u2019t just do so once a year in a formal performance review, but do it lavishly and as often as possible.<cite>Brian Carney<\/cite>\n\t\t\t<\/blockquote>\t\t\t<ul class=\"actions\">\n\t\t\t\t<li class=\"icon-arrow\"><a class=\"icon-twitter\" href=\"https:\/\/twitter.com\/intent\/tweet?source=tweetbutton&text=Make%20sure%20employees%20know%20what%20they%27re%20supposed%20to%20be%20doing%2C%20and%20why%2C%20and%20don%27t%20just%20do%20so%20once%20a%20year%20in%20a%20formal%20performance%20review%2C%20but%20do%20it%20lavishly%20and%20as%20often%20as%20possible.%20https%3A%2F%2Ffullfocus.co%2F%3Fp%3D42498&via=michaelhyatt\" title=\"Share Quote on Twitter\" target=\"_blank\">Tweet<span> Quote<\/span><\/a><\/li><\/ul><\/aside>\n<h3>Be a why worker<\/h3>\n<p>It may well be that someone in a particular role needs to spend more time in the office. They have a team that hungers for \u201cinteractions and experiences\u201d with them, or they\u2019re missing something important about the group dynamic by being away. But if they understand their job, they\u2019ll come to that conclusion on their own, like as not.<\/p>\n<p>And if they don\u2019t, forcing them into the office won\u2019t help them \u201cget the message.\u201d It will probably just make them resentful and surly, which isn\u2019t a great addition to any workplace.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The long-running debate on the value of working remotely has been rendered moot, at least for now, by the coronavirus. Pundits and consultants have debated whether it\u2019s good or bad for productivity and morale. Regardless, the need to have teams work from home has been thrust upon many businesses by the current health crisis. The [&hellip;]<\/p>\n","protected":false},"author":41,"featured_media":42675,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[34],"tags":[33,436,30,39],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How to Lead Remote Workers | Full Focus<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/fullfocus.co\/in-defense-of-remote-work\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Lead Remote Workers | Full Focus\" \/>\n<meta property=\"og:description\" content=\"The long-running debate on the value of working remotely has been rendered moot, at least for now, by the coronavirus. 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