Brian Elliott on the importance of C-Suite leaders listening to employees to shape flexible-work policies.
he most frequent question I get about workplace flexibility from people leaders isn’t about whether it impacts productivity. It’s “How do I get through to other c-suite execs?”I witnessed, for example, a private conversation between chief financial officers trying to one-up each other on their desire to return to full-time in-office work. Then one among them said, “I’m not doing that; I share custody of my kids and I’m not going back.
The root causes are more complex. CEOs who are under performance pressure have their own fears, and might feel a lack of control and want to return people to what they knew worked for them. But there’s also often a broader issue at work: we don’t trust each other. That fear is driven by a lack of trust in their own managers, and often unwillingness to invest in outcomes-driven leadership techniques. But it’s also contrary to their own experiences and orientation. These are folks who live to work; they are driven and motivated by success. They have made sacrifices, especially in their personal lives—they aren’t their kids primary caregivers, they can’t be. I should know, I’ve been one of them.
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