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Top developer doing more home office than allowed
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I'm a release manager of a well-known software development company. In the project we work in, we have 1 developer.
Every worker in the project including me (around 20 people, mostly managers) has 2 days of home office per week which they can use whenever without notice.
Our top developer, who gets praise from everyone and is scheduled to have a raise on December 1st after he did an outstanding job, keeps on taking more home office than allowed. Sometimes he doesn't come for 2 entire weeks.
This is obviously against policy, and although what he is doing doesn't require any interaction with anyone in the office, it's still wrong.
However, since he is doing more than a great job, I feel like I have no real options.
EDIT: I've talked to him before, and he agreed to follow the rules, but it had no effect on him.
How can we make him follow the home office policy?
human-resources software-development company-policy
edited 2 mins ago
jwodder
137137
asked 6 hours ago
Bob Xplosion
1305
 |Â
show 4 more comments
up vote
0
down vote
favorite
I'm a release manager of a well-known software development company. In the project we work in, we have 1 developer.
Every worker in the project including me (around 20 people, mostly managers) has 2 days of home office per week which they can use whenever without notice.
Our top developer, who gets praise from everyone and is scheduled to have a raise on December 1st after he did an outstanding job, keeps on taking more home office than allowed. Sometimes he doesn't come for 2 entire weeks.
This is obviously against policy, and although what he is doing doesn't require any interaction with anyone in the office, it's still wrong.
However, since he is doing more than a great job, I feel like I have no real options.
EDIT: I've talked to him before, and he agreed to follow the rules, but it had no effect on him.
How can we make him follow the home office policy?
human-resources software-development company-policy
edited 2 mins ago
jwodder
137137
asked 6 hours ago
Bob Xplosion
1305
3
Well, as long as s/he's delivering more than expected, I don't see an issue about him/her doing home office. What should be taken into account is if disobeying such policy can cause discomfort between other employees. If yes, maybe you could talk to him and explain that. If not, well, seems like the policy is not that important.
– Henrique Barcelos
6 hours ago
2
Please clarify. You say that in that project you have 1 developer... but then say that there are around 20 people on the project... are some of them also developers? Also, I don't see a question on your post, so I suggest you include one so we can help you
– DarkCygnus
6 hours ago
3
Is this person working from home interfering with your ability to do your job in any way?
– Seth R
6 hours ago
9
Any reason not to change the policy to say that solo developers who need little interaction and are performing well can work at home as much as they think fit?
– Patricia Shanahan
6 hours ago
5
"How can we make him follow the home office policy?" - it sounds like you are the release manager, not the chief policy enforcer and not this person's boss. If that's that case, just let his boss manage him and choose to enforce policies or not. You should concentrate on releases.
– Joe Strazzere
5 hours ago
 |Â
show 4 more comments
up vote
0
down vote
favorite
up vote
0
down vote
favorite
I'm a release manager of a well-known software development company. In the project we work in, we have 1 developer.
Every worker in the project including me (around 20 people, mostly managers) has 2 days of home office per week which they can use whenever without notice.
Our top developer, who gets praise from everyone and is scheduled to have a raise on December 1st after he did an outstanding job, keeps on taking more home office than allowed. Sometimes he doesn't come for 2 entire weeks.
This is obviously against policy, and although what he is doing doesn't require any interaction with anyone in the office, it's still wrong.
However, since he is doing more than a great job, I feel like I have no real options.
EDIT: I've talked to him before, and he agreed to follow the rules, but it had no effect on him.
How can we make him follow the home office policy?
human-resources software-development company-policy
edited 2 mins ago
jwodder
137137
asked 6 hours ago
Bob Xplosion
1305
I'm a release manager of a well-known software development company. In the project we work in, we have 1 developer.
Every worker in the project including me (around 20 people, mostly managers) has 2 days of home office per week which they can use whenever without notice.
Our top developer, who gets praise from everyone and is scheduled to have a raise on December 1st after he did an outstanding job, keeps on taking more home office than allowed. Sometimes he doesn't come for 2 entire weeks.
This is obviously against policy, and although what he is doing doesn't require any interaction with anyone in the office, it's still wrong.
However, since he is doing more than a great job, I feel like I have no real options.
EDIT: I've talked to him before, and he agreed to follow the rules, but it had no effect on him.
How can we make him follow the home office policy?
human-resources software-development company-policy
human-resources software-development company-policy
edited 2 mins ago
jwodder
137137
asked 6 hours ago
Bob Xplosion
1305
edited 2 mins ago
jwodder
137137
asked 6 hours ago
Bob Xplosion
1305
edited 2 mins ago
jwodder
137137
edited 2 mins ago
jwodder
137137
edited 2 mins ago
jwodder
137137
137137
asked 6 hours ago
Bob Xplosion
1305
asked 6 hours ago
Bob Xplosion
1305
asked 6 hours ago
Bob Xplosion
1305
1305
3
Well, as long as s/he's delivering more than expected, I don't see an issue about him/her doing home office. What should be taken into account is if disobeying such policy can cause discomfort between other employees. If yes, maybe you could talk to him and explain that. If not, well, seems like the policy is not that important.
– Henrique Barcelos
6 hours ago
2
Please clarify. You say that in that project you have 1 developer... but then say that there are around 20 people on the project... are some of them also developers? Also, I don't see a question on your post, so I suggest you include one so we can help you
– DarkCygnus
6 hours ago
3
Is this person working from home interfering with your ability to do your job in any way?
– Seth R
6 hours ago
9
Any reason not to change the policy to say that solo developers who need little interaction and are performing well can work at home as much as they think fit?
– Patricia Shanahan
6 hours ago
5
"How can we make him follow the home office policy?" - it sounds like you are the release manager, not the chief policy enforcer and not this person's boss. If that's that case, just let his boss manage him and choose to enforce policies or not. You should concentrate on releases.
– Joe Strazzere
5 hours ago
 |Â
show 4 more comments
3
Well, as long as s/he's delivering more than expected, I don't see an issue about him/her doing home office. What should be taken into account is if disobeying such policy can cause discomfort between other employees. If yes, maybe you could talk to him and explain that. If not, well, seems like the policy is not that important.
– Henrique Barcelos
6 hours ago
2
Please clarify. You say that in that project you have 1 developer... but then say that there are around 20 people on the project... are some of them also developers? Also, I don't see a question on your post, so I suggest you include one so we can help you
– DarkCygnus
6 hours ago
3
Is this person working from home interfering with your ability to do your job in any way?
– Seth R
6 hours ago
9
Any reason not to change the policy to say that solo developers who need little interaction and are performing well can work at home as much as they think fit?
– Patricia Shanahan
6 hours ago
5
"How can we make him follow the home office policy?" - it sounds like you are the release manager, not the chief policy enforcer and not this person's boss. If that's that case, just let his boss manage him and choose to enforce policies or not. You should concentrate on releases.
– Joe Strazzere
5 hours ago
3
3
Well, as long as s/he's delivering more than expected, I don't see an issue about him/her doing home office. What should be taken into account is if disobeying such policy can cause discomfort between other employees. If yes, maybe you could talk to him and explain that. If not, well, seems like the policy is not that important.
– Henrique Barcelos
6 hours ago
Well, as long as s/he's delivering more than expected, I don't see an issue about him/her doing home office. What should be taken into account is if disobeying such policy can cause discomfort between other employees. If yes, maybe you could talk to him and explain that. If not, well, seems like the policy is not that important.
– Henrique Barcelos
6 hours ago
2
2
Please clarify. You say that in that project you have 1 developer... but then say that there are around 20 people on the project... are some of them also developers? Also, I don't see a question on your post, so I suggest you include one so we can help you
– DarkCygnus
6 hours ago
Please clarify. You say that in that project you have 1 developer... but then say that there are around 20 people on the project... are some of them also developers? Also, I don't see a question on your post, so I suggest you include one so we can help you
– DarkCygnus
6 hours ago
3
3
Is this person working from home interfering with your ability to do your job in any way?
– Seth R
6 hours ago
Is this person working from home interfering with your ability to do your job in any way?
– Seth R
6 hours ago
9
9
Any reason not to change the policy to say that solo developers who need little interaction and are performing well can work at home as much as they think fit?
– Patricia Shanahan
6 hours ago
Any reason not to change the policy to say that solo developers who need little interaction and are performing well can work at home as much as they think fit?
– Patricia Shanahan
6 hours ago
5
5
"How can we make him follow the home office policy?" - it sounds like you are the release manager, not the chief policy enforcer and not this person's boss. If that's that case, just let his boss manage him and choose to enforce policies or not. You should concentrate on releases.
– Joe Strazzere
5 hours ago
"How can we make him follow the home office policy?" - it sounds like you are the release manager, not the chief policy enforcer and not this person's boss. If that's that case, just let his boss manage him and choose to enforce policies or not. You should concentrate on releases.
– Joe Strazzere
5 hours ago
 |Â
show 4 more comments
5 Answers
5
active
oldest
votes
up vote
20
down vote
it's still wrong
Why? Because some handbook written by an HR busybody says so?
That's a deliberately inflammatory statement and I don't necessarily completely agree with it, but at its core is a very important point: why does it matter if the developer is in the office or not? You say yourself they're a very good worker and don't need to be in the office to interact with anybody else, so if there's nothing to be gained by them being in the office, don't enforce it for the sake of it. Concentrate on whether they get the job done or not.
answered 6 hours ago
Philip Kendall
42.6k28109142
5
People OVER Policy, +1
– Sandra K
6 hours ago
I like this answer too, but you cannot ignore the policy without putting yourself at risk a bit.
– Mister Positive
3 hours ago
You are striking at the heart of the "Management issue." There are managers who want results, and there are managers who want compliance. Policies are supposed to be a tool to ensure/enhance results, but all too often certain "managers" miss that point, and go after compliance rather than results. The most famous of this "type" is Echostar in the US, but I'm sure there are other notable, and even worse ones.
– Wesley Long
2 hours ago
add a comment |Â
up vote
15
down vote
This is obviously against policy, and although what he is doing
doesn't require to do any interaction with anyone in the office it's
still wrong
Change the policy slightly
I think you should change the work from home policy for your team to be at your manager's discretion, meaning at your discretion. This way you can say they are following the rules, and this person is working from home more because they are such a good contributor.
Don't make the mistake of attempting to force the developer to come in just for the sake of it. If they are productive leave them alone, punishing them may tick them off and they may leave. Are your prepared for that possibility?
Note: Based on what I could glean from your post, I assumed you are this person's manager. If you are not, then report the behavior to his manager and see how they want to proceed. I still think in this case I would leave the developer alone.
answered 6 hours ago
Mister Positive
57.1k29190234
add a comment |Â
up vote
2
down vote
How can we make him follow the home office policy?
Seems that you already talked to this person, whom agreed to stick to the policy, but is now not following it again. Most likely in your company there exists some sort of penalization for not following company policies; such penalizations could be applied in these cases...
HOWEVER... as you seem to be in a position to talk and manage him, I suggest you approach him and ask for his reasons for taking those 2 weeks from home, before applying any consequences.
This will help you discard any misunderstanding that could have happened, like the developer having accumulated several unused Home Office days and wanting to use them all in a row. Or perhaps some personal issue that has this person worried and made him take all those days from home.
After this, you can work out what to do. If there was no valid reason then I suggest giving the person an ultimatum...
...But have in mind that this person being your sole developer puts a great weight on their shoulders, and most likely is under a whole lot more stress and tasks than you or any other manger, so try to give this person some leeway.
edited 6 hours ago
Mister Positive
57.1k29190234
answered 6 hours ago
DarkCygnus
28.6k1353121
@MisterPositive I also wonder why they have just 1 developer... but 20 managers and others!... instead of pushing this person perhaps it would be best to hire another dev to help this one
– DarkCygnus
6 hours ago
That is a possibility. Its also possible this developer is handling the load fine and just is able to handle it better without driving into the office.
– Mister Positive
6 hours ago
add a comment |Â
up vote
2
down vote
The only ways I can think of to enforce the rules would be to:
Fire him
Give him adequate warning of the severity of the situation, of course.
Pay him less
You could treat days he's not allowed to work from home as him taking paid (and eventually unpaid) leave. Although I might recommend consulting with Legal before doing this.
You could also note this during performance reviews, which should already make it clear that this is going to affect future raises and bonuses. Of course, if he stops doing this, you can choose to ignore that note.
Remove other benefits
This will depend on whether you have any benefits which he uses and you can easily remove on a per-employee basis.
As with any punishment, you can expect that he won't be particularly happy with it, and may decide it's better to find another company to work for.
If anything, I'd suggest going with noting it in a performance review - this is the only option that has no immediate negative consequences for him, makes it clear that it's serious, gives a clear path of escalation (that doesn't result in his termination) and allows you to back out (even if he keeps doing it) without really making it seem like an empty threat.
None of these might seem particularly appealing, but these are the available options.
If you're not willing to do any of this, you'll have to accept that he will continue breaking the rule.
If you haven't done so already, I'd definitely recommend having a conversation about why he's working from home so often, as suggested in another answer, before doing anything drastic.
You could also try explaining to him why the rule exists (for him specifically) - if you're unable to do this, that, in itself, says something.
answered 6 hours ago
Dukeling
8,76732447
add a comment |Â
up vote
0
down vote
I've talked to him before, and he agreed to follow the rules, but it had no effect on him.
This means you have an option if you're above him in the chain of command, this is grounds for discipline and should be stored away in case there is ever a need for it in the future. In terms of the project I don't see a need to do anything except document and keep track of the transgressions. There may come a time when you need to pop his bubble.
If you're only working with him for the duration of the project and/or have no real power in the matter, then dismiss it as unimportant, your focus should just be on the project completing successfully.
answered 5 hours ago
Kilisi
99.2k55225389
add a comment |Â
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5 Answers
5
active
oldest
votes
5 Answers
5
active
oldest
votes
active
oldest
votes
active
oldest
votes
up vote
20
down vote
it's still wrong
Why? Because some handbook written by an HR busybody says so?
That's a deliberately inflammatory statement and I don't necessarily completely agree with it, but at its core is a very important point: why does it matter if the developer is in the office or not? You say yourself they're a very good worker and don't need to be in the office to interact with anybody else, so if there's nothing to be gained by them being in the office, don't enforce it for the sake of it. Concentrate on whether they get the job done or not.
answered 6 hours ago
Philip Kendall
42.6k28109142
5
People OVER Policy, +1
– Sandra K
6 hours ago
I like this answer too, but you cannot ignore the policy without putting yourself at risk a bit.
– Mister Positive
3 hours ago
You are striking at the heart of the "Management issue." There are managers who want results, and there are managers who want compliance. Policies are supposed to be a tool to ensure/enhance results, but all too often certain "managers" miss that point, and go after compliance rather than results. The most famous of this "type" is Echostar in the US, but I'm sure there are other notable, and even worse ones.
– Wesley Long
2 hours ago
add a comment |Â
up vote
20
down vote
it's still wrong
Why? Because some handbook written by an HR busybody says so?
That's a deliberately inflammatory statement and I don't necessarily completely agree with it, but at its core is a very important point: why does it matter if the developer is in the office or not? You say yourself they're a very good worker and don't need to be in the office to interact with anybody else, so if there's nothing to be gained by them being in the office, don't enforce it for the sake of it. Concentrate on whether they get the job done or not.
answered 6 hours ago
Philip Kendall
42.6k28109142
5
People OVER Policy, +1
– Sandra K
6 hours ago
I like this answer too, but you cannot ignore the policy without putting yourself at risk a bit.
– Mister Positive
3 hours ago
You are striking at the heart of the "Management issue." There are managers who want results, and there are managers who want compliance. Policies are supposed to be a tool to ensure/enhance results, but all too often certain "managers" miss that point, and go after compliance rather than results. The most famous of this "type" is Echostar in the US, but I'm sure there are other notable, and even worse ones.
– Wesley Long
2 hours ago
add a comment |Â
up vote
20
down vote
up vote
20
down vote
it's still wrong
Why? Because some handbook written by an HR busybody says so?
That's a deliberately inflammatory statement and I don't necessarily completely agree with it, but at its core is a very important point: why does it matter if the developer is in the office or not? You say yourself they're a very good worker and don't need to be in the office to interact with anybody else, so if there's nothing to be gained by them being in the office, don't enforce it for the sake of it. Concentrate on whether they get the job done or not.
answered 6 hours ago
Philip Kendall
42.6k28109142
it's still wrong
Why? Because some handbook written by an HR busybody says so?
That's a deliberately inflammatory statement and I don't necessarily completely agree with it, but at its core is a very important point: why does it matter if the developer is in the office or not? You say yourself they're a very good worker and don't need to be in the office to interact with anybody else, so if there's nothing to be gained by them being in the office, don't enforce it for the sake of it. Concentrate on whether they get the job done or not.
answered 6 hours ago
Philip Kendall
42.6k28109142
answered 6 hours ago
Philip Kendall
42.6k28109142
answered 6 hours ago
Philip Kendall
42.6k28109142
answered 6 hours ago
Philip Kendall
42.6k28109142
42.6k28109142
5
People OVER Policy, +1
– Sandra K
6 hours ago
I like this answer too, but you cannot ignore the policy without putting yourself at risk a bit.
– Mister Positive
3 hours ago
You are striking at the heart of the "Management issue." There are managers who want results, and there are managers who want compliance. Policies are supposed to be a tool to ensure/enhance results, but all too often certain "managers" miss that point, and go after compliance rather than results. The most famous of this "type" is Echostar in the US, but I'm sure there are other notable, and even worse ones.
– Wesley Long
2 hours ago
add a comment |Â
5
People OVER Policy, +1
– Sandra K
6 hours ago
I like this answer too, but you cannot ignore the policy without putting yourself at risk a bit.
– Mister Positive
3 hours ago
You are striking at the heart of the "Management issue." There are managers who want results, and there are managers who want compliance. Policies are supposed to be a tool to ensure/enhance results, but all too often certain "managers" miss that point, and go after compliance rather than results. The most famous of this "type" is Echostar in the US, but I'm sure there are other notable, and even worse ones.
– Wesley Long
2 hours ago
5
5
People OVER Policy, +1
– Sandra K
6 hours ago
People OVER Policy, +1
– Sandra K
6 hours ago
I like this answer too, but you cannot ignore the policy without putting yourself at risk a bit.
– Mister Positive
3 hours ago
I like this answer too, but you cannot ignore the policy without putting yourself at risk a bit.
– Mister Positive
3 hours ago
You are striking at the heart of the "Management issue." There are managers who want results, and there are managers who want compliance. Policies are supposed to be a tool to ensure/enhance results, but all too often certain "managers" miss that point, and go after compliance rather than results. The most famous of this "type" is Echostar in the US, but I'm sure there are other notable, and even worse ones.
– Wesley Long
2 hours ago
You are striking at the heart of the "Management issue." There are managers who want results, and there are managers who want compliance. Policies are supposed to be a tool to ensure/enhance results, but all too often certain "managers" miss that point, and go after compliance rather than results. The most famous of this "type" is Echostar in the US, but I'm sure there are other notable, and even worse ones.
– Wesley Long
2 hours ago
add a comment |Â
up vote
15
down vote
This is obviously against policy, and although what he is doing
doesn't require to do any interaction with anyone in the office it's
still wrong
Change the policy slightly
I think you should change the work from home policy for your team to be at your manager's discretion, meaning at your discretion. This way you can say they are following the rules, and this person is working from home more because they are such a good contributor.
Don't make the mistake of attempting to force the developer to come in just for the sake of it. If they are productive leave them alone, punishing them may tick them off and they may leave. Are your prepared for that possibility?
Note: Based on what I could glean from your post, I assumed you are this person's manager. If you are not, then report the behavior to his manager and see how they want to proceed. I still think in this case I would leave the developer alone.
answered 6 hours ago
Mister Positive
57.1k29190234
add a comment |Â
up vote
15
down vote
This is obviously against policy, and although what he is doing
doesn't require to do any interaction with anyone in the office it's
still wrong
Change the policy slightly
I think you should change the work from home policy for your team to be at your manager's discretion, meaning at your discretion. This way you can say they are following the rules, and this person is working from home more because they are such a good contributor.
Don't make the mistake of attempting to force the developer to come in just for the sake of it. If they are productive leave them alone, punishing them may tick them off and they may leave. Are your prepared for that possibility?
Note: Based on what I could glean from your post, I assumed you are this person's manager. If you are not, then report the behavior to his manager and see how they want to proceed. I still think in this case I would leave the developer alone.
answered 6 hours ago
Mister Positive
57.1k29190234
add a comment |Â
up vote
15
down vote
up vote
15
down vote
This is obviously against policy, and although what he is doing
doesn't require to do any interaction with anyone in the office it's
still wrong
Change the policy slightly
I think you should change the work from home policy for your team to be at your manager's discretion, meaning at your discretion. This way you can say they are following the rules, and this person is working from home more because they are such a good contributor.
Don't make the mistake of attempting to force the developer to come in just for the sake of it. If they are productive leave them alone, punishing them may tick them off and they may leave. Are your prepared for that possibility?
Note: Based on what I could glean from your post, I assumed you are this person's manager. If you are not, then report the behavior to his manager and see how they want to proceed. I still think in this case I would leave the developer alone.
answered 6 hours ago
Mister Positive
57.1k29190234
This is obviously against policy, and although what he is doing
doesn't require to do any interaction with anyone in the office it's
still wrong
Change the policy slightly
I think you should change the work from home policy for your team to be at your manager's discretion, meaning at your discretion. This way you can say they are following the rules, and this person is working from home more because they are such a good contributor.
Don't make the mistake of attempting to force the developer to come in just for the sake of it. If they are productive leave them alone, punishing them may tick them off and they may leave. Are your prepared for that possibility?
Note: Based on what I could glean from your post, I assumed you are this person's manager. If you are not, then report the behavior to his manager and see how they want to proceed. I still think in this case I would leave the developer alone.
answered 6 hours ago
Mister Positive
57.1k29190234
edited 3 hours ago
answered 6 hours ago
Mister Positive
57.1k29190234
answered 6 hours ago
Mister Positive
57.1k29190234
answered 6 hours ago
Mister Positive
57.1k29190234
57.1k29190234
add a comment |Â
add a comment |Â
up vote
2
down vote
How can we make him follow the home office policy?
Seems that you already talked to this person, whom agreed to stick to the policy, but is now not following it again. Most likely in your company there exists some sort of penalization for not following company policies; such penalizations could be applied in these cases...
HOWEVER... as you seem to be in a position to talk and manage him, I suggest you approach him and ask for his reasons for taking those 2 weeks from home, before applying any consequences.
This will help you discard any misunderstanding that could have happened, like the developer having accumulated several unused Home Office days and wanting to use them all in a row. Or perhaps some personal issue that has this person worried and made him take all those days from home.
After this, you can work out what to do. If there was no valid reason then I suggest giving the person an ultimatum...
...But have in mind that this person being your sole developer puts a great weight on their shoulders, and most likely is under a whole lot more stress and tasks than you or any other manger, so try to give this person some leeway.
edited 6 hours ago
Mister Positive
57.1k29190234
answered 6 hours ago
DarkCygnus
28.6k1353121
@MisterPositive I also wonder why they have just 1 developer... but 20 managers and others!... instead of pushing this person perhaps it would be best to hire another dev to help this one
– DarkCygnus
6 hours ago
That is a possibility. Its also possible this developer is handling the load fine and just is able to handle it better without driving into the office.
– Mister Positive
6 hours ago
add a comment |Â
up vote
2
down vote
How can we make him follow the home office policy?
Seems that you already talked to this person, whom agreed to stick to the policy, but is now not following it again. Most likely in your company there exists some sort of penalization for not following company policies; such penalizations could be applied in these cases...
HOWEVER... as you seem to be in a position to talk and manage him, I suggest you approach him and ask for his reasons for taking those 2 weeks from home, before applying any consequences.
This will help you discard any misunderstanding that could have happened, like the developer having accumulated several unused Home Office days and wanting to use them all in a row. Or perhaps some personal issue that has this person worried and made him take all those days from home.
After this, you can work out what to do. If there was no valid reason then I suggest giving the person an ultimatum...
...But have in mind that this person being your sole developer puts a great weight on their shoulders, and most likely is under a whole lot more stress and tasks than you or any other manger, so try to give this person some leeway.
edited 6 hours ago
Mister Positive
57.1k29190234
answered 6 hours ago
DarkCygnus
28.6k1353121
@MisterPositive I also wonder why they have just 1 developer... but 20 managers and others!... instead of pushing this person perhaps it would be best to hire another dev to help this one
– DarkCygnus
6 hours ago
That is a possibility. Its also possible this developer is handling the load fine and just is able to handle it better without driving into the office.
– Mister Positive
6 hours ago
add a comment |Â
up vote
2
down vote
up vote
2
down vote
How can we make him follow the home office policy?
Seems that you already talked to this person, whom agreed to stick to the policy, but is now not following it again. Most likely in your company there exists some sort of penalization for not following company policies; such penalizations could be applied in these cases...
HOWEVER... as you seem to be in a position to talk and manage him, I suggest you approach him and ask for his reasons for taking those 2 weeks from home, before applying any consequences.
This will help you discard any misunderstanding that could have happened, like the developer having accumulated several unused Home Office days and wanting to use them all in a row. Or perhaps some personal issue that has this person worried and made him take all those days from home.
After this, you can work out what to do. If there was no valid reason then I suggest giving the person an ultimatum...
...But have in mind that this person being your sole developer puts a great weight on their shoulders, and most likely is under a whole lot more stress and tasks than you or any other manger, so try to give this person some leeway.
edited 6 hours ago
Mister Positive
57.1k29190234
answered 6 hours ago
DarkCygnus
28.6k1353121
How can we make him follow the home office policy?
Seems that you already talked to this person, whom agreed to stick to the policy, but is now not following it again. Most likely in your company there exists some sort of penalization for not following company policies; such penalizations could be applied in these cases...
HOWEVER... as you seem to be in a position to talk and manage him, I suggest you approach him and ask for his reasons for taking those 2 weeks from home, before applying any consequences.
This will help you discard any misunderstanding that could have happened, like the developer having accumulated several unused Home Office days and wanting to use them all in a row. Or perhaps some personal issue that has this person worried and made him take all those days from home.
After this, you can work out what to do. If there was no valid reason then I suggest giving the person an ultimatum...
...But have in mind that this person being your sole developer puts a great weight on their shoulders, and most likely is under a whole lot more stress and tasks than you or any other manger, so try to give this person some leeway.
edited 6 hours ago
Mister Positive
57.1k29190234
answered 6 hours ago
DarkCygnus
28.6k1353121
edited 6 hours ago
Mister Positive
57.1k29190234
edited 6 hours ago
Mister Positive
57.1k29190234
edited 6 hours ago
Mister Positive
57.1k29190234
57.1k29190234
answered 6 hours ago
DarkCygnus
28.6k1353121
answered 6 hours ago
DarkCygnus
28.6k1353121
answered 6 hours ago
DarkCygnus
28.6k1353121
28.6k1353121
@MisterPositive I also wonder why they have just 1 developer... but 20 managers and others!... instead of pushing this person perhaps it would be best to hire another dev to help this one
– DarkCygnus
6 hours ago
That is a possibility. Its also possible this developer is handling the load fine and just is able to handle it better without driving into the office.
– Mister Positive
6 hours ago
add a comment |Â
@MisterPositive I also wonder why they have just 1 developer... but 20 managers and others!... instead of pushing this person perhaps it would be best to hire another dev to help this one
– DarkCygnus
6 hours ago
That is a possibility. Its also possible this developer is handling the load fine and just is able to handle it better without driving into the office.
– Mister Positive
6 hours ago
@MisterPositive I also wonder why they have just 1 developer... but 20 managers and others!... instead of pushing this person perhaps it would be best to hire another dev to help this one
– DarkCygnus
6 hours ago
@MisterPositive I also wonder why they have just 1 developer... but 20 managers and others!... instead of pushing this person perhaps it would be best to hire another dev to help this one
– DarkCygnus
6 hours ago
That is a possibility. Its also possible this developer is handling the load fine and just is able to handle it better without driving into the office.
– Mister Positive
6 hours ago
That is a possibility. Its also possible this developer is handling the load fine and just is able to handle it better without driving into the office.
– Mister Positive
6 hours ago
add a comment |Â
up vote
2
down vote
The only ways I can think of to enforce the rules would be to:
Fire him
Give him adequate warning of the severity of the situation, of course.
Pay him less
You could treat days he's not allowed to work from home as him taking paid (and eventually unpaid) leave. Although I might recommend consulting with Legal before doing this.
You could also note this during performance reviews, which should already make it clear that this is going to affect future raises and bonuses. Of course, if he stops doing this, you can choose to ignore that note.
Remove other benefits
This will depend on whether you have any benefits which he uses and you can easily remove on a per-employee basis.
As with any punishment, you can expect that he won't be particularly happy with it, and may decide it's better to find another company to work for.
If anything, I'd suggest going with noting it in a performance review - this is the only option that has no immediate negative consequences for him, makes it clear that it's serious, gives a clear path of escalation (that doesn't result in his termination) and allows you to back out (even if he keeps doing it) without really making it seem like an empty threat.
None of these might seem particularly appealing, but these are the available options.
If you're not willing to do any of this, you'll have to accept that he will continue breaking the rule.
If you haven't done so already, I'd definitely recommend having a conversation about why he's working from home so often, as suggested in another answer, before doing anything drastic.
You could also try explaining to him why the rule exists (for him specifically) - if you're unable to do this, that, in itself, says something.
answered 6 hours ago
Dukeling
8,76732447
add a comment |Â
up vote
2
down vote
The only ways I can think of to enforce the rules would be to:
Fire him
Give him adequate warning of the severity of the situation, of course.
Pay him less
You could treat days he's not allowed to work from home as him taking paid (and eventually unpaid) leave. Although I might recommend consulting with Legal before doing this.
You could also note this during performance reviews, which should already make it clear that this is going to affect future raises and bonuses. Of course, if he stops doing this, you can choose to ignore that note.
Remove other benefits
This will depend on whether you have any benefits which he uses and you can easily remove on a per-employee basis.
As with any punishment, you can expect that he won't be particularly happy with it, and may decide it's better to find another company to work for.
If anything, I'd suggest going with noting it in a performance review - this is the only option that has no immediate negative consequences for him, makes it clear that it's serious, gives a clear path of escalation (that doesn't result in his termination) and allows you to back out (even if he keeps doing it) without really making it seem like an empty threat.
None of these might seem particularly appealing, but these are the available options.
If you're not willing to do any of this, you'll have to accept that he will continue breaking the rule.
If you haven't done so already, I'd definitely recommend having a conversation about why he's working from home so often, as suggested in another answer, before doing anything drastic.
You could also try explaining to him why the rule exists (for him specifically) - if you're unable to do this, that, in itself, says something.
answered 6 hours ago
Dukeling
8,76732447
add a comment |Â
up vote
2
down vote
up vote
2
down vote
The only ways I can think of to enforce the rules would be to:
Fire him
Give him adequate warning of the severity of the situation, of course.
Pay him less
You could treat days he's not allowed to work from home as him taking paid (and eventually unpaid) leave. Although I might recommend consulting with Legal before doing this.
You could also note this during performance reviews, which should already make it clear that this is going to affect future raises and bonuses. Of course, if he stops doing this, you can choose to ignore that note.
Remove other benefits
This will depend on whether you have any benefits which he uses and you can easily remove on a per-employee basis.
As with any punishment, you can expect that he won't be particularly happy with it, and may decide it's better to find another company to work for.
If anything, I'd suggest going with noting it in a performance review - this is the only option that has no immediate negative consequences for him, makes it clear that it's serious, gives a clear path of escalation (that doesn't result in his termination) and allows you to back out (even if he keeps doing it) without really making it seem like an empty threat.
None of these might seem particularly appealing, but these are the available options.
If you're not willing to do any of this, you'll have to accept that he will continue breaking the rule.
If you haven't done so already, I'd definitely recommend having a conversation about why he's working from home so often, as suggested in another answer, before doing anything drastic.
You could also try explaining to him why the rule exists (for him specifically) - if you're unable to do this, that, in itself, says something.
answered 6 hours ago
Dukeling
8,76732447
The only ways I can think of to enforce the rules would be to:
Fire him
Give him adequate warning of the severity of the situation, of course.
Pay him less
You could treat days he's not allowed to work from home as him taking paid (and eventually unpaid) leave. Although I might recommend consulting with Legal before doing this.
You could also note this during performance reviews, which should already make it clear that this is going to affect future raises and bonuses. Of course, if he stops doing this, you can choose to ignore that note.
Remove other benefits
This will depend on whether you have any benefits which he uses and you can easily remove on a per-employee basis.
As with any punishment, you can expect that he won't be particularly happy with it, and may decide it's better to find another company to work for.
If anything, I'd suggest going with noting it in a performance review - this is the only option that has no immediate negative consequences for him, makes it clear that it's serious, gives a clear path of escalation (that doesn't result in his termination) and allows you to back out (even if he keeps doing it) without really making it seem like an empty threat.
None of these might seem particularly appealing, but these are the available options.
If you're not willing to do any of this, you'll have to accept that he will continue breaking the rule.
If you haven't done so already, I'd definitely recommend having a conversation about why he's working from home so often, as suggested in another answer, before doing anything drastic.
You could also try explaining to him why the rule exists (for him specifically) - if you're unable to do this, that, in itself, says something.
answered 6 hours ago
Dukeling
8,76732447
edited 3 hours ago
answered 6 hours ago
Dukeling
8,76732447
answered 6 hours ago
Dukeling
8,76732447
answered 6 hours ago
Dukeling
8,76732447
8,76732447
add a comment |Â
add a comment |Â
up vote
0
down vote
I've talked to him before, and he agreed to follow the rules, but it had no effect on him.
This means you have an option if you're above him in the chain of command, this is grounds for discipline and should be stored away in case there is ever a need for it in the future. In terms of the project I don't see a need to do anything except document and keep track of the transgressions. There may come a time when you need to pop his bubble.
If you're only working with him for the duration of the project and/or have no real power in the matter, then dismiss it as unimportant, your focus should just be on the project completing successfully.
answered 5 hours ago
Kilisi
99.2k55225389
add a comment |Â
up vote
0
down vote
I've talked to him before, and he agreed to follow the rules, but it had no effect on him.
This means you have an option if you're above him in the chain of command, this is grounds for discipline and should be stored away in case there is ever a need for it in the future. In terms of the project I don't see a need to do anything except document and keep track of the transgressions. There may come a time when you need to pop his bubble.
If you're only working with him for the duration of the project and/or have no real power in the matter, then dismiss it as unimportant, your focus should just be on the project completing successfully.
answered 5 hours ago
Kilisi
99.2k55225389
add a comment |Â
up vote
0
down vote
up vote
0
down vote
I've talked to him before, and he agreed to follow the rules, but it had no effect on him.
This means you have an option if you're above him in the chain of command, this is grounds for discipline and should be stored away in case there is ever a need for it in the future. In terms of the project I don't see a need to do anything except document and keep track of the transgressions. There may come a time when you need to pop his bubble.
If you're only working with him for the duration of the project and/or have no real power in the matter, then dismiss it as unimportant, your focus should just be on the project completing successfully.
answered 5 hours ago
Kilisi
99.2k55225389
I've talked to him before, and he agreed to follow the rules, but it had no effect on him.
This means you have an option if you're above him in the chain of command, this is grounds for discipline and should be stored away in case there is ever a need for it in the future. In terms of the project I don't see a need to do anything except document and keep track of the transgressions. There may come a time when you need to pop his bubble.
If you're only working with him for the duration of the project and/or have no real power in the matter, then dismiss it as unimportant, your focus should just be on the project completing successfully.
answered 5 hours ago
Kilisi
99.2k55225389
answered 5 hours ago
Kilisi
99.2k55225389
answered 5 hours ago
Kilisi
99.2k55225389
answered 5 hours ago
Kilisi
99.2k55225389
99.2k55225389
add a comment |Â
add a comment |Â
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3
Well, as long as s/he's delivering more than expected, I don't see an issue about him/her doing home office. What should be taken into account is if disobeying such policy can cause discomfort between other employees. If yes, maybe you could talk to him and explain that. If not, well, seems like the policy is not that important.
– Henrique Barcelos
6 hours ago
2
Please clarify. You say that in that project you have 1 developer... but then say that there are around 20 people on the project... are some of them also developers? Also, I don't see a question on your post, so I suggest you include one so we can help you
– DarkCygnus
6 hours ago
3
Is this person working from home interfering with your ability to do your job in any way?
– Seth R
6 hours ago
9
Any reason not to change the policy to say that solo developers who need little interaction and are performing well can work at home as much as they think fit?
– Patricia Shanahan
6 hours ago
5
"How can we make him follow the home office policy?" - it sounds like you are the release manager, not the chief policy enforcer and not this person's boss. If that's that case, just let his boss manage him and choose to enforce policies or not. You should concentrate on releases.
– Joe Strazzere
5 hours ago