![[community profile]](https://www.dreamwidth.org/img/silk/identity/community.png){kind=small}
Ask a Manager: Working from Home
Apr. 7th, 2020 11:51 am![[personal profile]](https://www.dreamwidth.org/img/silk/identity/user.png){kind=small}
ceretaA reader writes:
What are reasonable expectations for managers whose employees are now working from home? For myself, I can adhere to my normal schedule while homebound, but I have a great employee who, having gone above and beyond in normal times, pleads child care issues now that she is home. She is productive, but putting off some time-sensitive tasks because her toddler demands her time. Her husband is also at home.
Is it reasonable to expect an employee to find a way to work her normal schedule even while she is telecommuting? It is frustrating to hear “I can’t” do such and such when she would have been able to do it easily in the workplace.
Response
No, it’s not reasonable to expect someone caring for a toddler because schools and daycares are closed to work the same schedule she worked in the office without a toddler around! It’s also not reasonable to expect her to achieve the same productivity levels as before.
How would that happen? There’s a toddler there!
Yes, your employee’s husband is also at home, but assuming he’s working as well, they are presumably splitting the child care.
How exactly is she going to stick her office work schedule when she’s supervising a small child half the time?
This isn’t a question of her needing to “find a way.” There is no way.
Your employee didn’t choose this; it’s not like she decided to work with a toddler lurking around in order to save on child care expenses. We’re in a pandemic and a public health crisis. She, like millions of parents across the country, is an impossible situation and is trying to make it work as best as she can.
And of course there will be times when you’ll hear she can’t do X or Y now, even though she would have been able to do it before. There’s a toddler there.
This is a completely different situation than employers have had to deal with before. In the past, it was reasonable to say people couldn’t care for small children at the same time they were working from home. You can’t say that anymore because it’s now unavoidable.
In the past, it was reasonable to expect people to stay more or less productive throughout the workday. It’s not anymore. That’s not because people are lazy or taking advantage or somehow not understanding what work you expect of them. It’s because there is a global pandemic that has changed everyone’s reality. It needs to change yours too.
This is someone who you say is a great employee who has gone above and beyond. You need to treat her as a human, not a work-producing robot, and you need to accept that These Are Not Normal Times and she is almost certainly doing the best she can. You need to give her, and others, as much flexibility as you can find. You need to radically adjust your and her priorities and expectations right now. Everything is different.
If you want to keep your great employee and ever have her go above and beyond again, it’s your turn to go above and beyond for her. That’s the only way managers can rise to the occasion right now.
What are reasonable expectations for managers whose employees are now working from home? For myself, I can adhere to my normal schedule while homebound, but I have a great employee who, having gone above and beyond in normal times, pleads child care issues now that she is home. She is productive, but putting off some time-sensitive tasks because her toddler demands her time. Her husband is also at home.
Is it reasonable to expect an employee to find a way to work her normal schedule even while she is telecommuting? It is frustrating to hear “I can’t” do such and such when she would have been able to do it easily in the workplace.
Response
No, it’s not reasonable to expect someone caring for a toddler because schools and daycares are closed to work the same schedule she worked in the office without a toddler around! It’s also not reasonable to expect her to achieve the same productivity levels as before.
How would that happen? There’s a toddler there!
Yes, your employee’s husband is also at home, but assuming he’s working as well, they are presumably splitting the child care.
How exactly is she going to stick her office work schedule when she’s supervising a small child half the time?
This isn’t a question of her needing to “find a way.” There is no way.
Your employee didn’t choose this; it’s not like she decided to work with a toddler lurking around in order to save on child care expenses. We’re in a pandemic and a public health crisis. She, like millions of parents across the country, is an impossible situation and is trying to make it work as best as she can.
And of course there will be times when you’ll hear she can’t do X or Y now, even though she would have been able to do it before. There’s a toddler there.
This is a completely different situation than employers have had to deal with before. In the past, it was reasonable to say people couldn’t care for small children at the same time they were working from home. You can’t say that anymore because it’s now unavoidable.
In the past, it was reasonable to expect people to stay more or less productive throughout the workday. It’s not anymore. That’s not because people are lazy or taking advantage or somehow not understanding what work you expect of them. It’s because there is a global pandemic that has changed everyone’s reality. It needs to change yours too.
This is someone who you say is a great employee who has gone above and beyond. You need to treat her as a human, not a work-producing robot, and you need to accept that These Are Not Normal Times and she is almost certainly doing the best she can. You need to give her, and others, as much flexibility as you can find. You need to radically adjust your and her priorities and expectations right now. Everything is different.
If you want to keep your great employee and ever have her go above and beyond again, it’s your turn to go above and beyond for her. That’s the only way managers can rise to the occasion right now.