John Roberts: Does Working from Home Work?

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there’s a large amount of working from home goes on and all levels of employment from the call center people that we were dealing with were reasonably lowly paid and not terribly skilled up through programmers regularly worked from home database administrators regularly worked from home several of the most prominent Valley firms encourage managers to work from home and this is the first evidence we have about the efficacy of that what we found was that working from home turned out to be a win-win the employees the employees were happier because they weren’t having to commute an hour and a half a day the firms saved on real estate and the employees worked more and worked more efficiently more because saving time on commuting they didn’t have to take time off to go to the dentist or take the kids to the doctor and more effectively because working at home was quieter than working in the noisy call centers so they didn’t have to ask clients to repeat themselves the people who were working at home worked about 9% longer and was 9 percent bigger share of their assigned 8-hour shift they took smaller breaks and fewer hour time off and they also were about four percent more effective so 13 percent gain you know but then once people were allowed to decide where they wanted to work it jumped to 22 percent and a large part of this was that some people found though they thought they wanted to work at home they were just too lonely they wanted to get back to the office and so the people who chose to work from home knowing what they were getting into were even more and more productive working from home works really well for some people that’s we’ve we’ve proven that and some people in some companies some jobs I don’t think it necessarily would work well for all people in all jobs at all times there’s the the manager has to understand the tasks that are involved in the job understand the mechanisms it can be used to control and motivate the employees who are working at home and has to understand the the social implications a lot of our employees at sea trip became lonely and didn’t want to work at home anymore you’d worry that in another context people who were not in frequent contact with one another would be less innovative you really just have to think through the individual situation and maybe run your own experiment what the CEO Marissa Mayer at Yahoo is doing isn’t really much about working from home or not working from home it’s about not working yahoo has been a company in big trouble in a death spiral for several years and as I learned while being interviewed repeatedly about her outlined working from home the company just wasn’t working and people weren’t working people who were nominally working from home or in fact setting up their own companies on Yahoo’s time and the culture at Yahoo had become really dysfunctional and what I see her doing is trying to change the culture to save the company and and that’s this is one element of it she’s cutting you got to do that face to face you can’t do that over over email if workers want to want to experiment with working from home one of the things to do is to approach the boss with with some data and the old data is a start but this new data is is gold standard stuff how much you want to rely on our work rather than other stuff may depend a lot on how much your job looks like the call centers where the bosses can be sure that you’ll be motivated to work once you’re home and not to sit around in your bathrobe and play Angry Birds this is an area where there’s been really no scientific research at all there’s surveys and there’s case studies but you never have any idea what’s really cause and effect in a situation like that whereas here because of the randomization we could pretty well ensure that that the changes we saw were driven by the changes in the management practice and anytime you find management good evidence that management really works for somebody who’s spent 40-plus years teaching management that’s that’s a good day