Roadkill

human resources roadkill

…that’s what you find in the middle of the road. Too indecisive, too slow, and eventually too flat.

Jim Hightower, former Texas Railroad Commissioner & lifetime rabble-rouser, is the owner of the quote, “The middle of the road is for yellow lines and dead armadillos.” Filed at the top of the “Wish I Said That First” list, I’ve used this quote in conversation more times than I can count, as Mr. Hightower offers a humorous but decidedly pointed message about picking sides.

What brought this particular quote to mind today is this article by Seth Fiegerman of Mashable.com.

It appears that despite the public outrage created by Marissa Mayer’s swift kick to the corporate pants of Yahoo!, employee satisfaction rates are at a 5-year high. How can that be? I’m sure anyone in HR can quickly recant some of the more prevalent arguments that surfaced after Meyer’s decision to yank telecommuting privileges (not “rights”) from Yahoo’s extensive virtual workforce: discriminatory to working women, damaging to employee engagement, crippling to work-life balance, her decision was even described as “anti-family.”

True, there was an autocratic message being sent by Mayer; there was no vote, it was simply implemented, and you can be sure it was done so without regard for popular support. The implication was clear; virtual workers aren’t being productive… Mayer looked at the VPN logs, saw enough to convince her of that fact [Wired, 6.27.13], and initiated the kibosh.

What critics failed to consider is the possibility that employees may have actually wanted these changes. Anonymous comments captured in the (Glassdoor) survey are remarkable considering the volatility of the initial decision [Mayer] “restores vision” and a “sense of urgency” to a workplace described by some as “stagnant.” Considering that two of her recent predecessors had sat scores less than half of those Mayer achieved, it’s not unreasonable to assume that many Yahoo! Employees were actually craving a different brand of leadership.

The simple fact of the matter is this: Mayer is the boss; she wants her employees in the office; life isn’t fair. She had/has a business to lead, and it seems her employees are endorsing her decisiveness.

Leading people will require decisions… some will be right, some will be wrong, but the biggest mess is in the middle of the road.

That’s just gross.

FOT Background Check

John Whitaker
“Whit” is an HR Business Strategist, Executive Coach, and HealthCare Human Resources SME: His latest venture will partner him with Genentech, the global biotech pioneer in the treatment of life-threatening diseases. A Texan, he tends to amuse us (okay, he amuses himself) with colloquialisms and a cowboy’s view on our industry. John honed his HR chops at Alcon Laboratories and CVS Caremark before starting HR Hardball™ in 2010 where he has been fortunate enough to partner with a slew of Fortune 500 companies interested in shaking their HR tree. His HR philosophy is "be visible, be vocal, be courageous."  You can email Whit, find him on LinkedIn, or read more of his brain-droppings at www.HRhardball.com

2 Comments

  1. Andi Reis says:

    Sometimes my mind is not as much on my work when I am WFH, and I am less available for “hallway chat” and impromptu questions, BUT the sense of privilege that comes with the freedom (I call it Mobile On-Call – MOC) creates a special bond to my place of work that feeling “chained to my desk” doesn’t provide. And I believe my work and attitude flourishes and my tendency to network on behalf of my company goes up.

    That said, I get it. I’ve had too many contractors/employees that have an errand or two, or just step away for a moment that makes WFH like herding cats.

    Good post. Thanks for adding to the mix.

    Reply

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