I think we’re beating a dead horse.
As late as last week, I was still seeing “Marissa Mayer made a big mistake” blog posts show up on my Hootsuite stream and Zite mobile app.
Mayer’s move to pull all telecommuting employees back into the Yahoo offices made a big news splash in March. It sent shock waves through the telework community, leaving many wondering if their own company would execute a similar move on their practices.
Three months later, we’re still talking about it. Still writing about it.
Even though I’ve used it a few times for these blog posts, I say let’s get over it.
As Yahoo CEO, Mayer made a move she thought was in the best interest of her company. It’s too soon to tell whether it has fostered a collaborative environment, as she suspected it would.
For those of us who work in telecommuting positions, we have to move the practice forward by discussing its benefits and how we can make it easier for both employers and employees to participate in a work-from-home program.
We have to put the Yahoo incident behind us and talk about how to show managers and supervisors that telecommuting does work.
How to produce results in a telework program.
How to manage a remote team.
And how to use a telecommuting program to recruit the top talent for your company.
A recent uSamp survey of 1,000 Americans showed 67 per cent of telecommuting employees feel more productive and more liberated than they did when they worked in an office.
Let’s start talking about those positive stories and how we can work together to get those productivity numbers to improve.
Let’s talk about the technology that allows us to work from home and be productive.
Let’s know that a telecommuting program doesn’t suit every job or every employee, but when it fits, it can build company morale, improve work-life balance, save both employer and employee costs, and help us all be kinder to the environment with less traffic on the commutes.
And let’s stop talking about Yahoo.
