Where’s the Remote? Face Time, Remote Work, and Implications for Performance Management
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[Excerpt] Yahoo CEO Marissa Mayer’s ban on telecommuting and the subsequent uproar over that decision highlights the need for a deeper understanding of the impact of remote work. Although it would prove comforting to assert that the peer-reviewed findings of the social and managerial sciences are in accord as to the benefits of telework in the face of the discord among organizational leaders, the reality is that little such agreement exists. Consequently, the proponents of remote work in management and HR are given little support in defense of such potentially large-scale initiatives or interventions. To that end, what follows is a discussion of the relative merits of remote work, as compared to the traditional conception of work, and an exploration of the practical implications for HR practitioners in performance management and employee evaluation.
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HR Review; Human Resources; Performance Management; Telecommuting; Telework; Face-time; Remote Work; Talent Management; Employee Evaluation
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Required Publisher Statement: © Cornell HR Review. This article is reproduced here by special permission from the publisher.