Sometimes the Company is the Problem
Before my husband started working at his present place of employment, the interviewer highlighted the firm’s pro work/life balance stance. Unlike the majority of architecture firms, this one did not require long hours at the office. This sounded good, but we took it with a grain of salt.
Wanting to appear keen, my husband showed up early on his first day of work. Hardly anyone was there. Still wanting to appear keen, he attempted to stay late to work on his first project. The work day ends at 5:30, and at 5:45 someone came around to tell him that he might want to wrap it up because all of the lights in the building turn off at 6pm.
Everyone in that office knows how to operate a light switch. In theory, then, an employee could turn the lights back on and keep working. However, the senior partners were sending a clear message. You don’t have to go home, but we don’t want you to stay here. And people don’t.
When Is It Safe to Log Off for the Day?
I’ve worked remotely for eight years, and I’ll admit that I fight a tendency to work long hours. There have been some years when I’ve consistently worked past the time when I should have logged off for the day. Generally, this isn’t because I lacked the discipline to overcome this tendency. I also fight the tendency to buy too much yarn or eat cupcakes for dinner. I have plenty of experience overcoming these urges. Just as I can skip the cupcakes in favor of a vegetable curry, I have the ability to log off from my remote job and spend time with my family. The question that any worker–remote or not–has to answer is, when does it feel safe to log off of work?
For employees, work is a power arrangement. Our ability to pay rent, feed our kids, and buy necessities depends on a regular paycheck. Most of us are exquisitely sensitive to whether we are working “enough” to keep our jobs.
My husband’s company has an unambiguous way to demonstrate when its employees cross the ‘you’ve worked enough’ threshold. Managers in distributed teams have to find other ways to demonstrate when it’s safe to log off. Let’s consider a few possibilities.
How Leadership Can Communicate When It’s Safe to Log Off
Celebrate different schedules. One of the joys of a remote office is its flexibility. Alternative schedules shouldn’t be reserved solely for working mothers or part-time caregivers. Senior leaders could make a point of working an alternate schedule a few times a month, and share what they do during their flex time. Something as simple as sharing pictures from your walk on the company Slack channel demonstrates that employees can use flex time to enjoy life.
Turn the metaphorical lights off. In the remote workforce, no one can see you leave. If you are a people manager, consider making it a practice to tell your team when you leave for the day. Something as simple as ‘I’ve put in my eight hours, I’ll see you all tomorrow,’ communicates your definition of a work day.
Use your vacation days. Nothing says ‘it’s okay to stop working’ quite like demonstrating that you expect people to use–really use–their vacation days. How do you demonstrate this? My director makes a point of taking occasional half days, in addition to full weeks of vacation. He tells his team that we can call him on his personal cell if there’s an emergency, but otherwise he will be away from his computer. How often do you unplug from your job? Your team knows the answer to this question.
Craft a coverage plan for your team. My boss reminds us when we’re getting close to major holidays or the summer months, and asks us to get our vacation requests in so he can coordinate coverage. Our team coverage plans assume that we won’t contact the person on vacation. Consider how you can do the same on your team. If a member of your team were suddenly hospitalized, you would find a way to cover for him or her. Do the same for someone on vacation.
No company can solve all of its employees’ work/life balance problems. However, leadership CAN model a healthy flexibility, and clearly demonstrate that it’s safe to log off for the day. That way, employees can focus on building the cues they need to end work on time without worrying that doing so will jeopardize their jobs. This leads to better outcomes for both the company and the employee.
Can you think of other ways distributed companies can demonstrate livable hours? I would love to hear about it in the comments.