Featured in PSMJ. Outsourcing & AEC. Why You, Why Now
October 1, 2020Feedback from top talent shows this stance is going to hurt.
While armchair prognosticators claim the work from home revolution was accelerating prior to COVID-19, the reality is that it wasn’t.
Working from home for employees in segments outside of big tech was a luxury and in many cases an incentive.
For example, salespeople at Seattle based Avvo were incentivized with a one day work from home allowance only if they hit their monthly quota.
Another Seattle based medical software company offered remote work only under extenuating circumstances.
Administrative folks who can easily move phone lines were seen as being immovable from the front of the main office.
Anecdotal? Sure. But ask around and see what you get back from your professional network. I think it will be in line with my recollection.
Old habits die hard.
Pre-Covid we had a booming economy with the real employment rate (the nominal unemployment rate in my opinion is exceptionally misleading) was low and it evinced the competitive labor market for top talent.
The United States faces many challenges connected to COVID-19 and beyond. However, the resiliency and ingenuity of America will prevail.
So what does that mean for your staffing needs?
Get ready to fight for talent that is a) qualified and b) incentivized to stay for the long term notwithstanding a recalcitrant stance against remote work.
When you post “no remote work allowed” you just cut off a segment of top talent.
And why did you assume that position?
Ask Why.
Wally Hasslinger
Demand Generation
