Big name companies, like Yahoo, IBM, Aetna and Bank of America all made the news last year, as they pulled workers back into the offices. This move left many shaking their heads, what’s up? Working at home has been shown to increase productivity, adds an attractive perk in the war for talent, and it has never been easier with the technology available. With all these pluses making working remotely extremely efficient, why pull the plug? The policy adjustment may have just been an attempt bring their workers closer together for collaboration, enabling them to compete with more nimble organizations.
But what if you already are a focused entrepreneurial organization, with an accessible leadership team without the layers to make decisions, do you still need a policy? Creating a policy about something that is inherently flexible is a bit of a challenging task. Haskell & White is growing and having a clear set of guidelines for working remotely seemed like the logical next step to ensure the Firm is maximizing collaboration, meeting its training goals, and providing a great place to work.
Public accounting firms have a fairly standard career path, and those employees in the first three years of public accounting, are in rapid growth mode, and we want them to have access to managers for questions and be part of the team. At this stage in their career, being present in the office is key to working as part of the team. The option to work remotely is available to provide flexibility, but requires some advance planning. Once they begin leading teams and working on projects that are self-directed the options to work remotely increase. Being respectful of client work and team needs is integral to the policy and each individual needs to determine what is in the best interest for the Firm’s clients and co-workers.
For companies seeking to document their remote work policies, plan to take into consideration how your company is using technology to make work more efficient, and what drives your recruitment and retention strategy. The overall low unemployment rate contributes to the war for talent, and many industries are experiencing all-time low rates, such as technology and service. Companies are under increasing pressure to create a welcoming, thriving culture that allows for the successful recruiting of talent AND allows for effective client service and development of internal teams. Each company needs to consider how to integrate technology, flexibility, and collaboration to achieve a high level of employee engagement.
Striking the balance and establishing workable policies in this area can be difficult – but it is not impossible. Allowing employees the freedom to work ‘anywhere’ can create a high level of job satisfaction and productivity, and communicating a clear policy will ensure that employees are accountable and present when it counts.
Wayne R. Pinnell, CPA, is a founding member and serves on the advisory board for the Center for Business Growth. Wayne has over 30 years serving business owners in his public accounting career. He is managing partner of Haskell & White, LLP, one of the largest independently owned accounting, auditing and tax consulting firms in Southern California, servicing public and private middle-market companies. Wayne consults with a number of companies on their general business operations including workflow, waste reduction, strategy, and growth/profit initiatives. He can be reached at WPinnell@hwcpa.com or 949-450-6200.