I thought journalists were supposed to be objective, but I feel like every day the media becomes more and more one sided. Maybe there’s a difference between media and journalists, but the line is pretty blurry. One news agency reports a story – however skewed the information – and all the other news outlets jump on the bandwagon.
This is something that already bothers me, but a couple of weeks ago when the reports came out that Marissa Mayer, CEO, Yahoo!, Sunnyvale, CA, ended most telecommuting for employees, the media frenzy that ensued was ridiculous.
Surprisingly, much of the media’s view of Mayer’s decision was negative. Most every story I read and saw on t.v. focused on the studies suggesting that telecommuting increases productivity and boosts employee morale. Some reporters even suggested that Mayer is not supporting working parents.
Also, surprisingly, many of Mayer’s biggest critics have been other women.
I am not the CEO of a large corporation or an expert at managing large groups of people, and most journalists aren’t either. So why is the media jumping to conclusions here?
Let’s give Mayer a chance before we so profusely judge her and her plans for Yahoo!. Mayer said her decision to end most telecommuting was to bring more internal cohesiveness and collaboration. If you look back to when she was first hired as CEO of Yahoo!, this is in line with what she communicated to employees.
* Yahoo! will become something users touch every day.
* Yahoo! will focus more. To paraphrase, “do more of what we’re good at and less of what we’re not.”
* Yahoo! will be partner friendly.
* Yahoo! will be strong in mobile by 2015.
* Projects will only be green-lit if they can scale to 100 million users or $100 million in revenue.
* Yahoo! will move faster, giving employees more deadlines, ownership, resources, and tools.
Mayer also said that Yahoo! will support its staff through “the Four Cs,” Culture, Company Goals, Calibration, and Compensation.
(Read the full article here)
Honestly, I think eliminating telecommuting is in line with the goals Mayer communicated in September. I’ve been on the other side – the one in the office adjusting my schedule based on when a teleworker could make it into the office. It was frustrating and often felt unfair. I ended up resenting my coworker and manager.
Some people do well working from home, while others do not. Some telecommuters are flexible and make every effort to be available to their managers and coworkers, while others do not. Where some employees are more productive working from home, others are more distracted and accomplish less. CEOs and the companies that they lead have to make good business decisions based on their needs, goals and employees, which is exactly what Mayer did.
Let’s also take a look at other benefits Yahoo! offers its employees. According to its website, Yahoo! provides employees with the “basics,” such as medical, dental and vision insurance, a 401k where they match 25% of the employee’s contributions as well as long- and short-term disability. In addition, employees receive back-up dependent care, onsite fitness centers at many of its locations, access to an Employee Assistance Program (EAP), adoption assistance, tuition reimbursement, dependent day care Flexible Spending Account (FSA), community service day off, service awards, and savings on dining, shopping and even travel. Let’s be honest – in today’s economy some people would appreciate a job in general let alone a job that provides employees with these types of benefits.
Change is tough, so I understand why employees initially might be upset – especially those who the modification directly effects. It may be challenging for those who have been working from home to be in the office and accordingly adjust their schedules. It also will be an adjustment for office employees to have more coworkers. On both sides, they will need to learn new work styles and try getting along with everyone.
I’m not a Yahoo! employee, nor do I know Mayer and her management approach. I was simply listening and reading all of the backlash from this decision and was confused at the reaction and information provided by the media. From my perspective, based on my experience, I think reeling in the telecommuters at Yahoo! is a good idea. It’s an updated policy that Mayer felt was necessary at this point.
Policy’s are meant to be reviewed and revised. In time, she most certainly can add telecommuting back to the company’s long list of benefits when she feels that Yahoo! and its employees are ready. Maybe the telecommuting policies will be stricter, setting more stringent guidelines and requirements, but that’s not a bad thing. Companies should be making their work-from-home expectations clear to employees.
I also find it interesting that, as I was looking further into this, one week after Yahoo! announced that it was ending telecommuting, Best Buy, headquartered in Minneapolis, MN, announced the same. Where was the media frenzy then? Did it have anything to do with the fact that Best Buy’s CEO is a gentleman by the name of Hubert Joly?
I’m sure that this was a well-thought, hard decision by Mayer that was made after careful consideration and hours of discussion. Mayer proved her abilities at Google, which is why Yahoo! hired her. Let’s give her a chance and not be so quick to judge. It takes time to turn around big companies – and it takes big, tough decisions. I, for one, am looking forward to seeing what Mayer, and Yahoo!, will be doing this time next year.