WFH? Not so fast

Process, Work

A movement is forming around the future of work; saying goodbye to the office in return for unrestricted flexibility to work from wherever whenever and however you might choose. It’s the future, damn it!

First of all, I will always be very reluctant to base any long term strategy on a short term experience of what happens, when you make the switch. Add to that that the switch was forced due to Covid-19 and add all the stress elements of anxiety, having to keep kids at home while trying to work etc, and to me it is just a big NO GO!

It’s just a poor way of using data. Almost fraudulent. Especially if you have the well-being of the people, you’re trying to determine the future of work for at heart.

Second, I strongly believe in working together – also in a physical sense. A lot of the work I do and do with others is centered around creativity, open discussions, listening to arguments and finding the best course of action going forward. I find it super hard to replicate sitting at my kitchen table versus being present in the office with the others on our team. But that’s just me.

What is not just me is the thing about workplace culture.

Let’s for a second forget that going completely WFH effectively eliminate all discussion about work-life-balance, because we take away the one thing that keeps things kind of separate for us – the commute. That’s a problem in itself.

No, the real problem is how we create a great company culture, if we’re never together? Culture is not something that happens at bi-weekly all hands meetings or the annual company picnic. It happens every day in your interactions – little and big – with your colleagues around why it is you come to work every day:

You need to see your great colleagues, your need to figure out great solutions together, your need to know and really FEEL that you’re together in creating whatever it is that your company is working to create – the big “why?”

Even though a lot of leaders talk about the importance of having a great company culture, a lot of companies still ultimately rely on people figuring the culture part out themselves and keeping it alive at the water cooler, the small chit chats and whatever else you have, where you can meet informally and bond.

That is super, super hard to do remote. It least if you care about having a team where the “why?” matters.

And that brings me to the final point:

There are lots of roles, where it makes sense to go predominantly WFH; some very well-defined roles, where you essentially have a tasklist, you can work yourself through on a daily basis, be done and call it a day knowing that somehow your contribution fits into the corporate hamsterwheel of things.

But by and large – for ordinary jobs in ordinary companies (and be honest, those are the 99,9 % of all companies) – the “why?” goes out the window during this process.

You can give people all the flexibility in the world that you want. But once everybody starts doing that, it seizes to be an advantage.

And you will be stuck with the downsides;

It will be as easy for your employees to leave as it was to onboard them. Because nothing is going to be holding them back:

They don’t have a real relationship with your company. They don’t really know the people they work with. They (probably) have an even more crap manager than in the office, because managing remote is even harder than in the physical space). And they are distanced from the mission, the “why?”

What’s not to leave behind for greener pastures?

A WFH defacto for work going forward will do nothing else than (1) make it harder for the vast majority of mediocre companies to make great things happen and (2) make it near impossible to keep the people that go the extra mile to see the vision come true as a true team effort while (3) all along giving the false sense of relief that everything is flexible, fine and dandy.

Choose WFH at your own peril.

(Photo: Pixabay.com)

Cakes, taxes and value

Thoughts

I come from a small town in the Western part of Jutland and aside from red sausages (don’t ask) I was brought up on really good, traditional bakers bread (and it showed).

For the same reason, I have always found Lagkagehuset to be almost a profanity.

I mean: How can someone set up a chain of bakeries in the greater Copenhagen area (and later beyond) offering pretty poor bread at absolut premium prices – and be successful at it?

Lagkagehuset have since been sold to VC funds, moved to a tax haven and are now in the papers for reaching out to get financial aid from the Covid-19 help packages, even though they make their best efforts to not pay tax in Denmark.

As a result people are starting to revolt; not wanting to keep supporting a company who privatizes profit but socializes loses.

Ok.

But shouldn’t you have revolted in the first place due to substandard experiences from over priced products?

I mean: Evading taxes should not have been the real killer in the first place (and quite honestly, I don’t think it will be once the current controversy has died).

Lack of connection between value proposition, quality and price however should.

Lagkagehuset offers a opportunity to study what it really means to have a value proposition and fulfilling a job for the customer. What may be on the face value is not necessarily the real driver.

Obviously, the bread and the prices didn’t matter to customers. If they did, Lagkagehuset would never have become such a success. Maybe behaving responsible does matter? It makes for a funny business and Business Model Canvas, I’ll grant you that.

But maybe it will give some added perspective and perhaps even some pause to how we think about what really drives behaviour and what a great value proposition actually is. It’s clearly not what’s stated in the public Powerpoint deck or on that fancy poster in the shop.

It is both harder, more complex and more irrational than that. Understanding them takes real work.

NB: The cakes on the picture bears no resemblance to those served by Lagkagehuset.

(Photo: Pixabay.com)