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Yahoo poorly communicates new “in office” policy to employees

  
  
  
  
  
  

yahoo, working from home, marissa mayer, leadership expert, yahoo memoAll work-from-home employees: Back to your offices.  That was the direction provided by the head of HR at Yahoo last week.

Starting in June, all Yahoo employees must work from Yahoo offices. There will be no telecommuting or working from home. Employees who work from home must comply without exception or quit. The tone and tactics have infuriated some at the company. Many employees are upset and have said that company morale has been seriously impacted.

Bold leadership or bad decision?

In reading the poorly constructed memo to employees, I can understand why many are upset.  There’s little rationale for this move, especially for a technology company, and the direction comes in a memo that applauds the “positive momentum” and that the HR head “can all feel the buzz and energy in our offices.”

Call that buzz kill. And you can be sure people are now buzzing about what might be a bold move that comes without a burning platform for change.  Worse yet is the empty goal to “become the absolute best place to work.” The memo goes on to say that (better) collaboration and communication will be important so employees need to work side-by-side.  What’s the case for change? The real business problems that this move might solve?

I’m all for bringing back face-to-face communication in today’s era of technology and overloaded email boxes, and applaud the desire and need for people to collaborate and communicate better.  But to what end given the business environment and strategy for Yahoo?

Has business slowed and engagement scores declined on collaboration and communication, which have negatively impacted business results?  Have there been significant issues with employees working from home?

News reports mention CEO Marissa Mayer needs to turn the business around.  Is this an all-hands-on-deck situation?  You wouldn’t know there were issues by how the memo ends either.  More rah-rah: “Thanks to all of you, we’ve already made remarkable progress as a company – and the best is yet to come.”

One can’t know from the outside all of what’s going on.

But one can advocate for better communication:

  • Just because a change involves people or policy doesn’t mean the head of HR should be the voice.  When it’s about business, the communication should come from the head of the business.
  • There needs to be a burning platform for change that explains why this is the only decision that can be made for the sake of the business.
  • How will the CEO and senior leadership lead by example?
  • Don’t try to wrap a decision in rah-rah.  Treat people like adults and tell them what the problem is, how it’s impacting the business, and why the “in-the-office” decision needs to be made.  Show empathy: acknowledge that this change might be hard for some.
  • If possible, test the concept to prove whether this significant change in how people work actually brings the expected benefits.  If so, share this proof when you communicate to employees.
  • In the same spirit, test the messaging and communication strategy with groups of employees to get their feedback on how to best express the decision.

Clearly, tough times call for tough decisions and bold leadership. Yet that bold leadership communicated poorly is little more than a problem that needs to be cleaned up.  And a distraction that keeps people from focusing on the business.

I’m glad the company has a few months before implementation to explain itself in a more thoughtful and credible way.  Or change its mind.

What do you think? Click the image below for more of my thoughts. 

Marissa Mayer, Yahoo, Hit or Miss'ive, Yahoo telecommute ban, Yahoo work from home, CEO expert, leadership expert

- David Grossman

Photo credit: Amy Hsieh | Daily Trojan

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Comments

I think that by the time you think it's a good idea to communicate a significant shift in culture in a memo, you've already lost the game.
Posted @ Thursday, February 28, 2013 10:38 AM by Bruce Campbell
It's hard to beat Bruce Campbell's comment! Amen. I was going to say that the fourth bullet point is so important that it can't be overstated.
Posted @ Thursday, February 28, 2013 1:04 PM by Chris Jensen
Well said, David! Communicating a change (even with rah rah) and no real understanding of why other than "we can collaborate more effectively" doesn't improve employee engagement for an organization that's in a turn around. Sure, face to face collaboration will improve but what's the problem with where things stand today? What's the real business issue driving the move? If it's attrition they want, I'm sure that will happen - I just hope that they don't lose too many star players along the way.
Posted @ Friday, March 01, 2013 4:23 AM by Alli Polin
Those are important points on communication David. For me, does look like a bold and necessary leadership decision. Marissa has a bankrupt culture to turn around. Not an easy task. More here: http://www.jostle.me/blog/yahoos-real-problem/
Posted @ Friday, March 01, 2013 9:40 AM by Brad Palmer
I completely agree David. I don't necessarily disagree with the change, don't know enough about why, but I completely agree about the ineffective way it was communicated. You make great points and suggestions.
Posted @ Friday, March 01, 2013 10:07 AM by Jennifer Good
I don't know why, but I just saw this... really the first of your new Hit and Miss'ives. Where have I been? Thanks as always for your thoughtful reflection.
Posted @ Monday, March 11, 2013 2:55 PM by Deborah Hinton
Well said! I critique the CONTENT of Yahoo's ill-considered move in http://bit.ly/WFHNZ , but the way they sell it in their memo is just as problematic. Employees have enough good sense to smell such double talk from a mile away!
Posted @ Wednesday, March 27, 2013 11:52 AM by Nathan Zeldes
It is a good news for yahoo employee. No doubt all net user know about yahoo service and also use these. Employee of yahoo get back their work is good. All employees try to give their best for their organization to give success and achieve the organizational goal. For this some skill, talent, executive coaching, training are required.
Posted @ Thursday, January 16, 2014 11:52 PM by Philips
a cold memo, authoritarian, total lack of emotional intelligence.
Posted @ Friday, May 30, 2014 11:57 AM by Agustin
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