Comments on: The B Side of Working from Home http://www.workforceinstitute.org/blog/the-b-side-of-working-from-home/ The Workforce Institute Helps Empower Organizations to Address Human Capital Management Issues Tue, 07 Feb 2012 19:38:16 +0000 http://wordpress.org/?v=2.9.2 hourly 1 By: Jay Hargis http://www.workforceinstitute.org/blog/the-b-side-of-working-from-home/comment-page-1/#comment-355 Jay Hargis Mon, 18 Aug 2008 14:47:42 +0000 http://www.workforceinstitute.org/?p=233#comment-355 In his article "Trust Is a Competency", (Chief Learning Officer, May 2008), Stephen M. Covey wrote that trust is "...a critical, highly relevant and tangible asset". He goes on to state that "...trust affects everything within an organization, every dimension, activity, decision, and relationship and that it is quite possible the single most powerful and influential lever for leaders and organizations today". Here is the clincher, a 2002 Watson Wyatt study showed that high-trust organizations outperformed low-trust organizations by 286 percent in total return to shareholders! I'm not saying don't monitor employees. I am saying that a little goes a long way. 'nuff said. In his article “Trust Is a Competency”, (Chief Learning Officer, May 2008), Stephen M. Covey wrote that trust is “…a critical, highly relevant and tangible asset”. He goes on to state that “…trust affects everything within an organization, every dimension, activity, decision, and relationship and that it is quite possible the single most powerful and influential lever for leaders and organizations today”.

Here is the clincher, a 2002 Watson Wyatt study showed that high-trust organizations outperformed low-trust organizations by 286 percent in total return to shareholders!

I’m not saying don’t monitor employees. I am saying that a little goes a long way.

’nuff said.

]]> By: JB http://www.workforceinstitute.org/blog/the-b-side-of-working-from-home/comment-page-1/#comment-353 JB Mon, 11 Aug 2008 12:41:13 +0000 http://www.workforceinstitute.org/?p=233#comment-353 Perhaps this works for the QA work you describe, but I tend to agree with your daughter that all this monitoring does not encourage trust. It goes against the whole ROWE theory (http://caliandjody.com/blog/) and I don't think it's appropriate for knowledge workers and ultimately could lead to workers feeling bitter about being watched so closely. From what I read about Gen Y or Millenials or whatever we want to call them, I don't think this will work for them as it takes away their sense of empowerment. Shouldn't it really be about the work results anyway? Perhaps this works for the QA work you describe, but I tend to agree with your daughter that all this monitoring does not encourage trust. It goes against the whole ROWE theory (http://caliandjody.com/blog/) and I don’t think it’s appropriate for knowledge workers and ultimately could lead to workers feeling bitter about being watched so closely. From what I read about Gen Y or Millenials or whatever we want to call them, I don’t think this will work for them as it takes away their sense of empowerment. Shouldn’t it really be about the work results anyway?

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