Okay. I’m probably not supposed to say this as an organizational leader with a corporate office in town for which we spend considerable resources annually, but I love working from home. Like many organizations, the Covid pandemic opened the door to remote work for us. Interstingly, several large companies have recently reversed or modified their previous work-from-home policies.
However, there seems to be a substantial chasm between management and workers regarding this issue. There may also be a significant difference in how generations view remote work.
What’s critical to management?
Management understandably wants to see the organization advance in its objectives. They also want to steward well the resources of the organization. Likewise, creating and maintaining a healthy culture is challenging if people are not physically in the same space regularly. These are not preferences for management–they’re mandates for which they are held accountable by senior leadership, the board, and stockholders. In short, these are non-negotiables.
What’s valued by the workforce?
When someone begins to work for a company, they agree to exchange their time, energy, and expertise for compensation. There are also some pretty vital assumptions being made. First, they’re assuming it’s going to be a safe place to work. Next, they expect integrity to be the foundation of the enterprise. Likewise, they hope to find satisfaction in their work–trusting the organization will think about the workforce as it makes decisions.
The Tension
As an organizational leader, I manage vision, goals, budgets, and resources–both material and human. As a Christ-follower, I have the joyful duty of treating people with the dignity they deserve as image-bearers of the Almighty. I am tasked with growing the organization while caring for those who “work in the fields.” It’s not one or the other–it’s both.
We have comfortable, modern, and bright offices. We also have great people. Some love being in the office. Others don’t. As an ambivert, I live between both worlds. I need people, and I need solitude. Here’s the rub. It isn’t the organization’s responsibility to provide me with what I want or to create a work environment that fits my personality. It’s great when there’s convergence in this area, but it should be seen as a blessing rather than an expectation.