by Andy
May 5, 2013
This week, the recently appointed CEO of Yahoo made it clear that working full-time from home is no longer an option and they must report to the office starting in June.
And this has certainly created a divide (http://onforb.es/13qOv7X). As someone who spends lots of time working from home, I actually support Marissa Mayer’s decision to pull her talent back to the mother ship. To me, the issue it not about keeping tabs on employees and making sure folks are not taking advantage of their freedom, but reinvigorating a once-mighty giant that plays in a sector where technical breakthroughs are key to success. Point being that breakthroughs are NOT the sole responsibility of a few individuals in R&D, but the responsibility of everyone no matter how removed they are from the discovery phase.
Once ideas get pushed toward manufacturing and distribution, then a work-from-home process can occur as these ideas go-to-market to create awareness, induce trial, penetrate retailers, sell-in to key accounts and tantalize new accounts. Once intended product saturation is nearly complete, it’s time to reconnect and come up with the next big idea. Meaning, employees need to return to the herd to discuss in-market insights, envision the future, and birth new ideas that will take advantage of that future reality.
Look at it this way. Individuals represent the genes of future ideas, hence the need for talented employees. Corporate culture is the collective gene pool that actually births the powerful idea. Unless the herd is tight and committed to grow as one, it will break down. I believe birthing successful new ideas requires the intimate use of all five senses to create and leverage the benefits of a powerful, committed culture. Digital connectivity that enables work from home (phone, Skype, email, text) only supports two – sight and sound.
As disheartening as this must be for many work-from-home employees, I agree with Marissa’s decision to get her company re-connected and re-charged. Sure some will claim personal productivity will fall (travel time, etc.). But Yahoo’s disconnection has led to poor products and a lack of unified vision caused by a weakened culture. This undermines the effectiveness of their productivity. Work-from-homers may believe they can do more from home, but the question is more of what? The team needs to reconnect and it needs to reconnect now.
Or Yahoo could begin a slow path toward extinction.
I like your take on the topic Monty. I think pulling people together is critical to maintaining a cohesive corporate culture. There are just so many more possibilities when people are tagging off other people’s thoughts, energy and actions. I’m of the mind that more of these employees will feel more accomplished at the end of the day.
I like your take on the topic Monty. I think pulling people together is critical to maintaining a cohesive corporate culture. There are just so many more possibilities when people are tagging off other people’s thoughts, energy and actions. I’m of the mind that more of these employees will feel more accomplished at the end of the day.
I do not understand why people look at things as all or nothing. I do not think that the decision by Yahoo is meant to say that no one will ever work remotely again. I think you are absolutely correct that brainstorming needs to be done as a collective in the same room. You do not get much of a storm with everyone home in their PJ’s at a computer. Somethings need to be done face to face. But after the ideas are born work from home makes sense again.
I do not understand why people look at things as all or nothing. I do not think that the decision by Yahoo is meant to say that no one will ever work remotely again. I think you are absolutely correct that brainstorming needs to be done as a collective in the same room. You do not get much of a storm with everyone home in their PJ’s at a computer. Somethings need to be done face to face. But after the ideas are born work from home makes sense again.
Agree 100%. Yahoo:( is a company in crisis. War-time CEOs are expected to take action.
She should call everyone in for a huddle and try to get the swagger back. And she gets to implement a RIF without calling it a RIF.
Agree 100%. Yahoo:( is a company in crisis. War-time CEOs are expected to take action.
She should call everyone in for a huddle and try to get the swagger back. And she gets to implement a RIF without calling it a RIF.
This would have been the perfect time for Yahoo to launch thier own suite of products to compete with Ichat or facetime or any of the other visual collaboration tools.
Then – using thier own employees – they could have instant visual communication with everyone working from home -which would create the ultimate proviing ground for the next wave of communication.
A technology company should use technology solutions.
This would have been the perfect time for Yahoo to launch thier own suite of products to compete with Ichat or facetime or any of the other visual collaboration tools.
Then – using thier own employees – they could have instant visual communication with everyone working from home -which would create the ultimate proviing ground for the next wave of communication.
A technology company should use technology solutions.
Andy – I, too, agreed with Marissa Mayers’ decision to bring in the troops.
I think that working from home is a good option to have and use on a sporadic basis – when you need quiet time to actually get THINK work done but nothing is a good substitute for face time.
Andy – I, too, agreed with Marissa Mayers’ decision to bring in the troops.
I think that working from home is a good option to have and use on a sporadic basis – when you need quiet time to actually get THINK work done but nothing is a good substitute for face time.
All hands on deck at Yahoo! That’s the right call.
All hands on deck at Yahoo! That’s the right call.
Well said, Sir. As a telecommuting teleworker, I know first hand that working from home (1) dramatically increases productivity and (2) dramatically decreases collaboration. If you want an employee to get a lot of work product completed, let them work from home. If you want an employee to engage in the interactive cross breeding of ideas — creativity !!! — make them work at the same physical location as their colleagues. Perhaps, once Yahoo’s engines of ingenuity are reignited, Ms. Mayers will seek a balance that involves both productive work days at home and creative work days on campus. Balance. Imagine that.
Well said, Sir. As a telecommuting teleworker, I know first hand that working from home (1) dramatically increases productivity and (2) dramatically decreases collaboration. If you want an employee to get a lot of work product completed, let them work from home. If you want an employee to engage in the interactive cross breeding of ideas — creativity !!! — make them work at the same physical location as their colleagues. Perhaps, once Yahoo’s engines of ingenuity are reignited, Ms. Mayers will seek a balance that involves both productive work days at home and creative work days on campus. Balance. Imagine that.
Hi Andy – thoughtful piece, but I would like to disagree with you. As the owner of a company that a) works virtually and b) has a very strong culture and tight connectedness, demanding people work from a single place in a single way is not necessarily the only way to charge into battle, right the ship (pick your favorite metaphor).
I am a believer that corporate culture IS marketing. It is who you are that matters, not just what you say you do. So from that standpoint, if you want to build a stronger company, and be perceived as a stronger, getting-back-to-awesome company don’t communicate a big corporate culture shift as an HR dictate. If the decision is that people should be in the office because it is war-room time, that is fine. But, there are plenty of ways that could have been communicated better. You want to build a positive-get-things-done culture? I am all for it. Write that. Communicate that. Don’t dictate it as an HR memo.
I am not going to debate in detail about whether it was a good or bad decision (but for the record, I think it was a bad decision). From a marketing standpoint, it was handled badly and will probably hurt Yahoo for the foreseeable future. Who wants to join a company that talks to people like that? It doesn’t communicate innovative, kick-ass, fun place to work. Culture is marketing. And with that memo, Yahoo communicated a lot about their culture. Unfortunately, it was not good.
Hi Andy – thoughtful piece, but I would like to disagree with you. As the owner of a company that a) works virtually and b) has a very strong culture and tight connectedness, demanding people work from a single place in a single way is not necessarily the only way to charge into battle, right the ship (pick your favorite metaphor).
I am a believer that corporate culture IS marketing. It is who you are that matters, not just what you say you do. So from that standpoint, if you want to build a stronger company, and be perceived as a stronger, getting-back-to-awesome company don’t communicate a big corporate culture shift as an HR dictate. If the decision is that people should be in the office because it is war-room time, that is fine. But, there are plenty of ways that could have been communicated better. You want to build a positive-get-things-done culture? I am all for it. Write that. Communicate that. Don’t dictate it as an HR memo.
I am not going to debate in detail about whether it was a good or bad decision (but for the record, I think it was a bad decision). From a marketing standpoint, it was handled badly and will probably hurt Yahoo for the foreseeable future. Who wants to join a company that talks to people like that? It doesn’t communicate innovative, kick-ass, fun place to work. Culture is marketing. And with that memo, Yahoo communicated a lot about their culture. Unfortunately, it was not good.
Well said, Andy. I agree that innovation requires in-person collaboration. I appreciate your first-hand experience in working from home and what works best in working independently – and what doesn’t. Teams thrive on interaction.
Well said, Andy. I agree that innovation requires in-person collaboration. I appreciate your first-hand experience in working from home and what works best in working independently – and what doesn’t. Teams thrive on interaction.
Nancy. Thanks for the comment. I really appreciate it. I’m not sure there’s ever a good way to impart bad news. While some industries can do great in a virtual environment, I’m not sure the tech sector is one of them. Yahoo sought expertise and leadership from a company that’s a leader in technology. Google more than fits the bill. And part of that success may be related to how it succeeds. For Google, intimate class participation is part of their recipe for success.
How that got communicated to employees, and to the rest of the sector, was certainly curt. But Yahoo business-as-usual may have been one of the problems.
Andy
Nancy. Thanks for the comment. I really appreciate it. I’m not sure there’s ever a good way to impart bad news. While some industries can do great in a virtual environment, I’m not sure the tech sector is one of them. Yahoo sought expertise and leadership from a company that’s a leader in technology. Google more than fits the bill. And part of that success may be related to how it succeeds. For Google, intimate class participation is part of their recipe for success.
How that got communicated to employees, and to the rest of the sector, was certainly curt. But Yahoo business-as-usual may have been one of the problems.
Andy
Excellent post, Andy. My knee-jerk reaction to the news piece about Yahoo was negative — “what was she thinking?” and “that was not the right move for a technology/internet company to make.” But I see your point and you’ve turned me around. It depends, of course, on whether those telecommuting employees have the creative spark they need that will spread like wildfire in a group setting, lighting up others present. That remains to be seen, but I now understand that the decision probably makes real sense. I also appreciate Nancy’s comments–the decision was poorly conveyed, which for some employees makes it an obstacle to overcome rather than an invitation to join a rejuvenating process.
Excellent post, Andy. My knee-jerk reaction to the news piece about Yahoo was negative — “what was she thinking?” and “that was not the right move for a technology/internet company to make.” But I see your point and you’ve turned me around. It depends, of course, on whether those telecommuting employees have the creative spark they need that will spread like wildfire in a group setting, lighting up others present. That remains to be seen, but I now understand that the decision probably makes real sense. I also appreciate Nancy’s comments–the decision was poorly conveyed, which for some employees makes it an obstacle to overcome rather than an invitation to join a rejuvenating process.
Virtualness could eat at all of these companies that provide a social network without potentially being socially connected themselves. I truly wonder who is more at risk – Yahoo or someone much larger like Facebook who needs revenue that the very pursuit of threatens who they are. Yahoo may end up being the turtle that wins the race.
Virtualness could eat at all of these companies that provide a social network without potentially being socially connected themselves. I truly wonder who is more at risk – Yahoo or someone much larger like Facebook who needs revenue that the very pursuit of threatens who they are. Yahoo may end up being the turtle that wins the race.