Anytime I ask managers what decision makers really consider when deciding who to promote or differentially reward, VISIBILITY is always at the top of the list regardless of the organization. Visibility can certainly mean different things to different people. Most of the time in this case, it means the decision makers can physically see you or are keenly aware of you doing things they value – whether it be significantly contributing to a key project or above and beyond performance on a key goal, etc.
With telecommuting and other flexible work options in play in our organizations today, how do we handle the "visibility" conundrum. There are two important pieces to this puzzle: 1. How to help telecommuters get the visibility needed and deserved, and 2. How to change the VISIBILITY NORM, i.e., the expectations around physical visibility that are needed for advancement. Item 1 needs to go up. And Item 2 needs to go down in its current definition and at the same be redefined for the new world order.
Ways to garner more visbility for your telecommuter…Have them lead an important project; Have telecommuters skilled in a particular area, coach others (non-telecommuters and telecommuters); Have a telecommuter lead a virtual team meeting; Have a telecommuter conduct a training session.
Ways to change the Visibility Norm…as a management team, plan a special meeting to discuss advancement criteria inlight of the new flexible work options in play in your organization. It's important to have a frank and direct discussion of what is now and what will need to change as employee work habits change. Since new or modified criteria will involve a behavior change on the part of the managers, have everyone agree to hold each other accountable in a professional manner by calling each other on it when they sway and acknowledging each other when they adhere to the agreed approach.
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