When it comes to people management and team leadership, even if the company has a WFH Policy, some leaders don't understand that even if you don't see the employee, you can still trust them to be doing work if by the deadline the work is done.
I've seen it time and time again where a company will have a super flexible WFH Policy, but a people manager will think that the employees that stay from home the most are the ones that goof off the most which is complete speculation.
If companies choose to have a WFH Policy, then they need to educate their people managers on how to accurately track performance for employees who utilize the WFH Policy. All too often are employees getting the boot for "poor performance" from some of these big companies not because their performance is actually poor, but because their direct manager doesn't see them doing it.
Brantley Marshall
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When it comes to people management and team leadership, even if the company has a WFH Policy, some leaders don't understand that even if you don't see the employee, you can still trust them to be doing work if by the deadline the work is done.
I've seen it time and time again where a company will have a super flexible WFH Policy, but a people manager will think that the employees that stay from home the most are the ones that goof off the most which is complete speculation.
If companies choose to have a WFH Policy, then they need to educate their people managers on how to accurately track performance for employees who utilize the WFH Policy. All too often are employees getting the boot for "poor performance" from some of these big companies not because their performance is actually poor, but because their direct manager doesn't see them doing it.