Some amazingly ambivalent results in a recent Korn/Ferry survey, which lines up with the country’s polarization on ’remote work’ (see The polarization around remote work comes as no surprise).
While telecommuting appears to be widespread — 80% of execs say their companies now allow some degree of telecommuting — 60% believe it can limit ‘career-growth’ opportunities, and two out of ten executives believe that telecommuters should be paid less.
And Ana Dutra, CEO of Korn Ferry Leadership and Talent Consulting, said
While working at home can be beneficial for both companies and workers, it can also lead to ‘invisibility’ that can limit opportunities for career advancement. It is important for telecommuters to remain networked as closely as possible with peers and leaders in the office.
Korn Ferry is a placement agency, after all, and paid by the employer, not the employee. But it’s typical that telecommuting is seen as a benefit that a beneficent employer opts to grant to employees, and if an employee opts to do so they are beholden to ‘remain as networked as closely as possible’ with people in the office.
This is only going to shift as people come to rely more on loose ties as a means to increase business model innovation, and being ‘tightly connected’ is seen as a hindrance to agility instead of the bedrock of a stable corporate culture.