I'm dusting off my blogging shoes to share a personal story.  I admit I haven't written much lately but I'm back ... and I want to tell you about a recent workshifting  experience.

Life happens. When you're a twenty-something, things just seem to change every day. About 4 months ago my girlfriend began a nursing program in the Washington, DC area. Being a naïve young man, I was sure that I could do the long-distance thing and work remotely from DC every month or so. It didn't work - and I was left in a position trying to prioritize my personal and professional life. Not a fun place to be.

But what's different about my story is that I work for a company that totally supports workshifting. Citrix Online has developed a workshifting DNA. I believe this is far different than just saying employees can work remotely. A company that has a workshifting DNA makes a conscious effort to support remote people beyond just answering their calls. So fortunately, I'll be working from my new home in the DC area for the next year.

There are a few things that define a workshifting DNA, in my mind.  First, every in-person meeting hosted at Citrix Online includes a virtual meeting invitation. It's automatic. No questions, no second thoughts. If there's going to be an in-person meeting, you add a virtual meeting. Who knows who's going to be at home, on the road or working from Starbucks? Think about it. Who are you leaving out of your in-person meetings?

Second, we have an official remote work policy. This policy requires a signature all the way up to the Vice President. Why does this matter? Because it's an acknowledgment by the management team that they will support you remotely. Remote employees are often forgotten. This simple acknowledgment says, "we'll support you and your growth while you're remote."

And probably most important, goals are solidified before going remote. Without clearly understanding what is to be accomplished remotely, employees will soon be lost. Managers need to meet early and often to discuss key initiatives and goals with remote employees. This includes goals all the way out to 3 years.

Why does this matter and why should you care? As much as I like to think I'm unique, I'm not. There are millions of people who want to workshift. Some of these people are the most qualified for the jobs you're hiring for. And some of these people are working for you right now and are considering leaving. As a company strategy, talent should be prioritized over location. Companies with a workshifting DNA are like those early adopters of full 401k policies for all employees. And there is no doubt in my mind that like the 401k, workshifting will soon be available through all successful companies. Cheers to those companies who are on board with workshifting already, as it will pay off to their bottom line.

What do you think?


Photo Credit: Mark Cummins