The Twenty Minute Difference: A Case Study in Manager Flexibility

Managers – What are you thinking?

I have a great deal of respect for Managers. I know how tough it is to be one – I was there for many years.  Juggling the pressures of the job and managing people, who all have their own personalities, development desires, work habits, and expectations is one huge difficult task. As rewarding as it can often be, it is a big, big job.

Yet often times I cannot believe how foolish some managers can be, and how inept they are at building an environment of high productivity and trust.

But I have to say that I also am thinking, “Come on, people. Does this really make sense?”

A new client shared with me the primary reason she is looking for another job.

Before I tell you why, let me offer a bit of context.

My client, let’s call her Janice, has been working for EnergyAlive (fictitious name) for over eight years, and has been promoted three times into a Manager position. She is very well-liked, very smart, and has received consistently high performance ratings. (That’s why she was promoted).

So, what’s the problem?   

A new Director (Mason) recently came on board into the company. Within a few weeks, all of a sudden, everything changed. There is a problem.

Janice wants out – NOW.  She is seriously looking for another job.

Why is something that was going so right, all of a sudden going so wrong?

  Janice has a young son, John. John attends kindergarten nearby and goes to   after school care so that Janice can pick him up at 5:00pm every day after she leaves work.

Janice’s previous Director had given her the flexibility to leave 20 minutes early each day so that she could reach the daycare center on time to pick up her son. Janice usually took shorter lunches and was a hard worker so it all worked out.

Janice was grateful because it often took up to an hour, with traffic, to reach the daycare center. She greatly appreciated her Director’s faith in her to get the job done even though she had to leave a little early. She worked hard to show that appreciation.

Mason arrives as the new Director. He is gung-ho to “make his mark”.

Mason has a different idea of what the “rules” are.   

In plain English, Mason doesn’t believe in flexibility. He has laid down the law that Janice must stay at work until 4:30pm just as her hours dictate.

Janice now has a new worry every day – a big one. If she can’t make it to the daycare center by 5:00pm, she gets charged for an extra two hours because the daycare manager wants to close up at 5:00.

So what is happening?  Janice is stressed out every day. She rushes into her car and drives (perhaps a bit too fast) to get to the daycare center as quickly as possible – and rarely makes it on time. So along with the added stress, Janice also now has a much bigger daycare bill.

Janice now has a chip on her shoulder about the company (and Mason).  Are you surprised?

What used to be a very productive and positive relationship between Janice and EnergyAlive, has all of a sudden become a very tense and negative one.

I see this as Penny Wise and Pound Foolish.

No, I take that back. I don’t even see this as Penny WiseIt is just plain foolish.

  • EnergyAlive has already lost an excellent employee. Janice will be gone soon. She has excellent skills and can bring those skills elsewhere.
  • Janice knows the company (and its customers) very well.  She used to have respect for EnergyAlive and its services, and really put in 110% effort to do a good job. Not anymore. Why should she care about them when they don’t care about her?
  • It will cost EnergyAlive several thousand dollars to hire and retrain and onboard a new manager to take Janice’s place. Usually this takes up to 8 months or more. There will be lost time and perhaps a big slip in customer service.
  • Janice’s co-workers know what’s going on and are also ticked off. They feel for Janice and can’t understand why Mason can’t be reasonable. It doesn’t bother them that Janice used to leave 20 minutes early. They like having her as their manager. She treats them with respect.
  • Mason is standing firm, because he doesn’t want to ‘lose face’. (He doesn’t realize he has already lost it)

Have you seen these types of situations arise? Have you been involved in one? It’s quite amazing how a change in the Director position has created such a negative impact on the employees and the company within a few short weeks.

Where is HR? Is anyone paying attention?  Who is coaching Mason that he may be establishing a reputation in the company that might eventually cause his derailment?  What’s fair? What’s reasonable?  What makes sense?

Twenty minutes of flexibility. Is this too much to ask?

Important things to think about.

As a manager and leader – how will YOU handle these issues?

A report by Sodexo (has approximately 125,000 employees in North America alone) in 2012 shows employers need to think beyond the business and outside the traditional office setting to create an engaged, productive workforce*.

*2012 Workplace Trends Report: Integration, Flexibility and Wellness Top Drivers of Employee Engagement *

“…Because recession or not, the U.S. still has a skilled worker shortage.  As the economy picks up and the boomers finally do retire, it is only going to get a whole lot worse.  Companies that get ahead and build real cultures of workplace flexibility are going to have the staffing advantage and the competitive edge.

“Flex is no longer an ’employee benefit’.  Those days are gone.  Today it is an all-around public policy issue and bottom-line corporate strategy.”

Sodexco’s research predicts continued focus on well-being and the ability to deliver a unique value proposition to business communities that focuses on not only integrated, effective and efficient use of space, but also the performance of human capital. Employees are looking to organizations for tools and resources to help them simplify their lives, stay healthy and balanced, and bring their “whole self” to work as these continue to be top drivers of engagement.”

Terry Del Percio is a Career Transition and Workplace Consultant based out of Beverly, MA. Follow her on Twitter at @WorkIntegrity or visit her website at www.workstrategies.com  

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