Talking Talent

Hi Sheryle.

I am teleworking to some extent in my current position, and had similar arrangements in two previous roles. In my experience the same issues arise again and again. These can be summarised as:

1. As per your last point - many managers still want to see their staff sitting at their desks. This can make work/life balance negotiations feel like you are seeking (or begging for) some sort of special privilege, rather than an alternative way of maintaining the same high productivity levels. I’m sure many potential teleworkers would be very reticent about raising the issue in an initial job interview, out of fear of not winning the job in the first place.

2. You still definitely need to earn the right to be given teleworking “privileges” in each new job. It’s a shame that references from previous employers can’t be recognised initially, and teleworking conditions incorporated into initial hiring decisions. This would save a lot of inconvenience with childcare etc during initial periods of employment.

3. Many Leave and Maternity Leave policies are still quite antiquated, and make it difficult to telework effectively without detriment to one’s Leave balance or the internal requirements of HR Departments. I have a baby due in September and would like to return to some sort of part-time arrangement afterwards, but I am currently required to submit a Leave App (before the birth!) with specified dates, and officially only have one opportunity to change these dates after submission of the App. There is no room in the policy for me to apply flexible working arrangements either before or after the birth. Luckily I have a Manager who appreciates my skills and is keen to work out an private arrangement with me, but I still shudder at the thought of how I am going to navigate my way through the official Leave App process. I also wonder how people in less senior positions fair in similar situations.

With regard to School Holidays…. where do I start? Even if I telework full-time over the 2 week school hols period, and have the outcomes/history etc to prove it; most Managers still want to see a Leave App if I am not at my desk for such a significant period. Its not like the concept of school hols is a new thing - we as a society really need to get our act together on this issue in relation to how teleworking can be used more effectively. I don’t think that shoving children in full-time vacation care is the best answer. Kids need time to decompress and relax outside a structured environment.

4. It is not only Managers who have antiquated attitudes towards teleworking. I have encountered colleagues in all 3 jobs who have felt that I was being given special privileges. Even if my stats clearly proved that I was working full-time and obtaining results equal or better than their own, the attitude remained. There is still a perception that teleworkers somehow have it “better” than those who remain office bound. Interestingly I have found in my own experience that working from the office is actually a lot easier and less costly than working from home (I pay for all my own phone calls and office equipment at home). I also find that I work LONGER hours when teleworking. I start earlier and finish later, and work during the time that I would normally commute. I also have much shorter lunch breaks when I am away from a social office environment. Remaining focussed and productive while teleworking from home during school holidays is also a particular challenge that I think would drive most childless people back to the office very quickly, yet without experiencing this situation they are quick to label it as a paid “holiday”.

I have been pleased to work with several Managers who have recognised the value that I can provide whilst still maintaining a realistic work/life balance, however I think on the whole we still have a long way to go, particularly from an organisational perspective.

Thanks for taking this issue seriously. I look forward to seeing more discussion about it.

Lauren