Workers and Managers Disagree on Commute and Define Productivity Differently


The article discusses the differing perspectives between workers and managers when it comes to defining productivity and the impact of commuting on work performance. It highlights the need for HR leaders to understand these differences and find ways to address them effectively.

Key Takeaways for HR Leaders:

1. Differing Definitions of Productivity:
– Workers tend to define productivity based on the completion of tasks and achieving goals.
– Managers, on the other hand, often focus on the number of hours worked and face-time in the office as measures of productivity.
– HR leaders need to bridge this gap by aligning expectations and clearly communicating performance metrics.

2. Impact of Commuting on Productivity:
– Workers often view commuting time as unproductive and a waste of time.
– Managers, however, may see commuting as an opportunity for employees to mentally prepare for work or catch up on emails.
– HR leaders should consider flexible work arrangements, such as remote work or flexible hours, to reduce commuting time and increase overall productivity.

3. Importance of Work-Life Balance:
– Workers prioritize work-life balance and value flexibility in their work arrangements.
– Managers may prioritize face-time in the office and traditional work structures.
– HR leaders need to find a balance between these perspectives and create policies that promote work-life balance while still meeting business objectives.

4. Communication and Collaboration Challenges:
– Remote work and flexible hours can lead to communication and collaboration challenges between workers and managers.
– HR leaders should provide training and resources to help employees and managers effectively communicate and collaborate in a remote or flexible work environment.

5. Employee Well-being and Engagement:
– Workers who have a long and stressful commute may experience lower well-being and engagement levels.
– HR leaders should prioritize employee well-being and consider initiatives such as employee assistance programs or wellness programs to support their workforce.

In conclusion, HR leaders should be aware of the differing perspectives between workers and managers regarding productivity and commuting. By understanding these differences and implementing strategies such as flexible work arrangements, effective communication, and prioritizing employee well-being, HR leaders can create a productive and engaged workforce.