Linked – Charting the Value of Remote Work: Would You Take a Pay Cut?
We understand the value, and we’ve likely done the math. However, that’s not the end of the story. Speaking for myself, there are two things that we also need to talk about.
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There’s Only One Way to Prove Them Wrong – Beat Them.
We know these strategies create a better workplace, so I see a simple mandate as business owners: Ignore the pressure to scale back DEI efforts and remote working opportunities. Embrace both, hire the best talent in the labor market, and create dynamic, engaged teams.
Target your competitors who are pushing everyone back to the office and eliminating diversity efforts, and kick their ass in the marketplace. It’s what a free market expects of you.
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Shared Links (weekly) Jan. 5, 2025
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Linked – Companies issuing RTO mandates “lose their best talent”
If you don’t have a solid business reason for your policy, the rest of us will question your ability to make any decisions about the company going forward. Employees who have other options will take them when they don’t trust leadership.
Why give them a reason to distrust you?
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Do You Know What Will Prevent Your Best Performers From Hopping?
As I mentioned, I’ve left some jobs for reasons that had nothing to do with more money. Whether it was relocation, a desire to travel, a need to travel less, or the desire to work remotely, the one thing those changes had in common was that they were specific to my situation and preferences.
The other thing they had in common was that the place I was leaving did not have the flexibility to offer me what I wanted. Could the role have centered on doing more online training so I could travel less? Could a little remote work availability have kept me there longer? Could a fully remote position have allowed me to continue working and relocate?
We’ll never know because that wasn’t offered. Thus, I’ve switched jobs a few times.
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Shared Links (weekly) Nov. 24, 2024
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