Last Friday, a leaked memo sent by Jackie Cattle, executive of Yahoo! ‘s vice president of population and development, announced that Yahoo (YHOO) employees would no longer be able to work from home. “The speed and quality is often sacrificed when working from home,” said Rese, who was hired last fall by the chief executive Marissa Mayer, in the memo, which was later reissued by the blog AllThingsD on Wall Street Journal. He went on to explain that all employees with “working from home arrangements” will have to start going to the office every day and when other employees find they have to “stay home for the cable type,” should “use their best judgment. ”
According to AllThingsD, only “several hundred” of Yahoo’s 11,500 employees work remotely, in spite of untold numbers can work at home one or two days a week. Yahoo asked how many people are expected to change their schedules as a result of this new policy, but a spokesman said the company does not comment on internal affairs.
It’s a shame, because with this announcement, Yahoo seems to be undoing all the benefits associated with allowing employees the freedom to work from home when needed.
“What is really worrying is that a technology company can not find a way to collaborate remotely,” says Kate Lister, director of the Telework Research Center. “[This decision] is contrary to global trends toward increased telecommuting”. According to the analysis of telework Research Center of the American Community Survey of the U.S. Census Bureau, telecommuting increased 73 percent from 2005 to 2011. A work estimated 20 million to 30 million Americans home at least one day a week.
When Mayer joined Yahoo last year, much was made of her pregnancy and after childbirth (for which he took only two weeks maternity leave). It is tempting to see this not-work-from-home office as a dig at other working parents. But according to a June 2012 article published in the Monthly Labor Review (PDF), is not only popular as teleworking employees without children, as it is a parent, mothers are no more likely to work from home are parents. “It’s kind of shame became a mom thing because it is generally families who need this flex time,” says Lister.
In fact, the most talked about this decision is that highlights Yahoo’s seeming inability to monitor their employees unless they are physically at their desks. While Rese memo implied that employees are productive at home, several academic studies counter this assertion. For example, a recent study by Stanford University (PDF) found that when a Chinese travel agency employees to work from home were 13 percent more productive than when working in the building, ultimately saving the company of $ 2,000 per year. Perhaps most important, the staff seemed to appreciate the freedom of choice that both had a rate higher job satisfaction and were less likely to leave the agency.
Employees who telecommute are not happy because they work less. In fact, they’re probably working harder. A 2010 Brigham Young University study found that office workers can work only 38 hours a week before they find it difficult to balance their professional and personal lives, and those working from home were marking 57 hours of work before they felt too demanding. So a flexible labor policy leads to happy employees who voluntarily give the company more time.
From the perspective-especially one from a company that is struggling to restore its relevance Internet-you’d think that would be a good thing.