OUR THOUGHTS ON:

Yahoo Bans Telecommuting. What's Your Company's Policy?

Human Resources

By Natalie Donovan

No matter your stance on the subject, it is likely that Marissa Mayer’s recent announcement revoking Yahoo’s telecommuting will impact how other companies address working from home. One thing upon which we can all agree is that it got everyone’s attention.

From personal blogs to CNN, the internet and TV is abuzz about it. Some say employees are more productive at home while others suggest that it kills creativity and synergy. Of course the type of industry and function are important variables to consider.

A Business Insider article states that the Yahoo CEO made her decision based on concrete data. Her research of the company’s VPN (Virtual Private Network) logs showed that remote employees were not logging in enough. This is a reaction to a company’s specific issues and a plan to implement a cultural shift. It may be unpopular among employees, but it might get Yahoo moving in a profitable and sustainable direction once again.

Given these events it is a good time to reflect on our own flexible work arrangements. Do we allow telecommuting? If so, is our policy well-defined? Do employees clearly understand the expectations while working from home and do we have ways to monitor their activity? There is no one-size-fits-all solution that works across the board. It is up to each company to decide what is best for its business, clients and employees.

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You’ve heard our thoughts… We’d like to hear yours

The Schneider Downs Our Thoughts On blog exists to create a dialogue on issues that are important to organizations and individuals. While we enjoy sharing our ideas and insights, we’re especially interested in what you may have to say. If you have a question or a comment about this article – or any article from the Our Thoughts On blog – we hope you’ll share it with us. After all, a dialogue is an exchange of ideas, and we’d like to hear from you. Email us at contactSD@schneiderdowns.com.

Material discussed is meant for informational purposes only, and it is not to be construed as investment, tax, or legal advice. Please note that individual situations can vary. Therefore, this information should be relied upon when coordinated with individual professional advice.

© 2018 Schneider Downs. All rights-reserved. All content on this site is property of Schneider Downs unless otherwise noted and should not be used without written permission.

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