Is it okay for People Managers to Work From Home (WFH)?

Just like Independent Candidates (ICs), Managers too have priorities that they must take care of, and would want to avail work from home from time to time. But, have we dived deep into the impact it causes?

First, let us look at some questions to understand the scenario, and then let's check the general suggestions of how to handle such instances.

Assessment

1. Is it an emergency?

Generally, a manager working from home often isn't a very good sign and can be quickly picked by reporters. As a people manager, your presence and motivation account for more than 70% of the job done. So, if you are planning to take WFH often, please keep in mind, it is a red flag.

2. What meetings have I scheduled for the day?

As a manager, this is the most important question!

Meetings, meetings everywhere! Work From Home sounds too far!

Is it a stakeholder meeting? Monthly Performance Review? Or one to do with the Roadmap? If so, you definitely need to show up! Does that mean you are good to skip 1-on-1s just like that? Am afraid not! Especially if the 1-on-1 is with an employee who doesn't gel up too much, make sure you show up, or at least call them and inform it is an emergency. Silent people tend to assume a lot.

3. Is there any high priority issue that needs to be taken care of?

Though you may have responsible employees who can handle it themselves, always show up! That lessens their burden mentally. Also, imagine what would they think of you if you are always WFH when there is a Sev-1 issue going on? Won't they lose their trust?

4. How do I connect with my reporters and track their progress?

5. How good is collaboration in my team? Are they helpful with each other or do they expect your presence to resolve conflicts? You need to observe very carefully to understand this. Generally, these sensitive issues are not always revealed in front of managers. They may be as cold as ice when you are not there, and best friends in your presence! So be aware of what's going on and solve it now and then.

6. How many reporters also WFH after your announcement?

Have you observed this? Maybe funny, but once you have dropped that mail, quickly people start repeating it. They have already decided they have nothing to do with the organization when you are not there. The funniest part is, half the crowd WFH silently without even notifying the team because you are not there anyway! Caution: Your peers and senior managers are watching this! Befriend a peer to take notice of their attendance!

7. What proportion of my team is freshers or youngsters with less experience and what percentage of it are seniors? Generally, senior members in the team would have experienced everything in their career and your presence is not going to affect their productivity (whether or not they get their work completed!). If your team is filled with newbies, your presence and processes are all that matters.

8. What percentage of my reporters are self-motivated and disciplined?

If all your workers are greatly self-motivated and disciplined, taking WFHs occasionally shouldn't be an issue at all. Sadly, only a bunch of managers get such a cooperative team. If your presence is the main aspect of motivation to get shit done, then you know how painful it would be on productivity in your partial absence.

9. How often do I take WFH?

If it is about taking WFH occasionally, I hope you wouldn't be here! Everyone does it, and hence the flexibility. Only taking more than a day per week is a no-no.

General Rule