Today is a very good day. Without even asking for this benefit, my boss has decided to instate a mandatory telecommute day for each of us. I am thrilled about this. Not only will I be able to roll out of bed and start work without even setting foot near the shower, I will be able to lounge on the couch in my pjs all day and no one can say anything about it.
Now just one small question: Why did they decide to do this? Could it be because they cram people into spaces where no human should be forced to spend 80% of their life? Is it because we're all starting to get a little touchy with each other. For instance, a coworker of mine has taken to saying what I consider to be blashemous phrases in response to anything that annoys or disturbs her. Every two seconds I'm assaulted by her mouth. I'd also like to know if it's considered appropriate behavior for one to come up on a coworker from behind a cube wall in an effort to scare the shit out of her, merely for sport, when the behavior affects 6 other people. How many times is that going to be funny, because it's going on 6 months.
I know, I'm totally obsessed with taking photos of clouds these days, but these are worthy of posting. I plan to decorate the walls of my bedroom, which is painted a deep blue, with a bunch of cloud photos.
4 comments:
instance, a coworker of mine has taken to saying what I consider to be blashemous phrases in response to anything that annoys or disturbs her. Every two seconds I'm assaulted by her mouth.
Aw, crap, is it me? I know I've been swearing a lot more lately. *makes vow to stop swearing so much*
Now just one small question: Why did they decide to do this?
I say don't ask--just decide between you and Michelle if you want Friday or Monday. :)
Taken from the Census Intranet:
WHAT'S IN IT FOR YOU AND YOUR ORGANIZATION?
For the Census Bureau employee it may
provide greater flexibility
lower the stress of a difficult commute
reduce commuting expenses
eliminate continuous office interruptions; and
ultimately improve the quality of work life.
For the Census Bureau manager it may
foster increased collaboration
improve employee motivation and morale
foster greater communication among employees
improve the ability to recruit and retain employees
improve job performance; and
ultimately reduce workloads and increase productivity.
MYTHS AND MISCONCEPTIONS ABOUT TELEWORKING
The following are some of the most commonly shared myths about teleworking and responses to these misperceptions.
Myth #1 — There is no way to judge if teleworkers are really working. They could be taking the day off.
Not true! As a manager, how do you know your employees are working now while you are reviewing this document? Managers should focus on the quality, quantity, and timeliness of work products. Your employee's completed work products or progress reports are the indicators he or she is working. Manage by results not observation.
Employees with the right work habits want to prove to management that they can be trusted and are capable of working independently. The option to telework is a privilege not a requirement. If an employee fails to demonstrate their ability to meet expectations and outlined objectives they may be denied the privilege of teleworking.
Myth #2 — I won't be able to reach my employees when I need them. What if a crisis comes up?
Managers set the hours that employees are available by phone and can require teleworkers to call in at specified times. Is every employee available now? Some people are out sick, some are traveling and some are off-site in meetings or in the field. With a telework program, managers know where employees are and can usually reach them by phone. Many managers say the planning that goes with teleworking eliminates some of the problems reaching employees.
Myth #3 — Teleworking is too unstructured for our office environment.
Teleworking is flexible, but that doesn't mean it is unstructured. Managers often use a Teleworker's Agreement and spell out what is expected of their employee, and supervisors and teleworkers agree on tasks and due dates.
Myth #4 — My employees should feel grateful to be able to participate in a teleworking program.
Supervisors and managers often view teleworking as a favor they do for their employees, without any consideration for the tremendous benefits they gain from a teleworking arrangement. In terms of productivity, telework arrangements allow participants and their organizations to take greater advantage of employee productivity peaks.
In fact, teleworking should not be seen as a perk or reward, but rather as one human resources work option. Making it appear as a perk or reward may have the effect of creating unnecessary resentment in the office by employees who are unable to telework for various reasons.
-K
No it's not you silly. I don't see you blurting out the words "J-- C--" in the middle of the workplace, or anywhere for that matter.
FRIDAY!!! WHOO HOO.
Cloud photos seem to be a trend these days.
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