In these parts of the country the arrival of 'real' winter is kind of paradoxical; we know it is coming but we are always surprised when it actually arrives. We talk about everyone forgetting how to drive in the snow, of towns and cities failing at clearing highways and streets, and of seemingly irrational runs on grocery stores for milk, eggs, and bread. Essentially if you get snowed in for a few days, a steady supply of French Toast can be prepared.
Cold Miser
In much of the United States Midwest and Northeast the last two weeks have seen the abrupt onset of what looks to be a long, hard winter - snow, wind, cold, even blizzard like conditions in some areas. The winter weather simply overlays a new set of problems and worries on managers and staffs that probably really didn't them. Most organizations are doing more with less in 2011, and adding extra time and stress to the simple task of getting to and from work is just another headache with which to be dealt.
But for most people and organizations the start of the winter weather season does present very real issues - meetings and events cancelled, or at least shortened; school closings that force employees to make alternate child care arrangements (if they can); morning commutes transformed into multiple hour, gas wasting and frustrating marathons; and if in the case of day of deteriorating weather conditions employees distracted and worried as they stare out the windows wondering if they will be able to make it home or pick up their kids.
How organizations, and more importantly managers react, respond, and address staff and work issues caused by winter weather conditions says much about what the organization values, and I think, says quite a bit more than anything written down in values and mission statements, or is plastered on the careers web page under the 'What's it like to work here' banner.
To me, there are only three possible options for managers and organizations when dealing with winter weather and its impacts on work and staff:
1. The Pioneer Approach
If we are open for business, then everyone is expected to be here, full stop.This sometimes is a necessity, obviously for retail and other public and customer facing workplaces, or for professional basketball teams. There are definitely many organizations that take pride in toughing it out, and swapping stories about '3 hours to drive 4 miles' stories. But for newer arrivals to the organization, perhaps that started in spring or summer, this attitude can at first be a shock. If you manage in one of these environments, you had better make sure the team is aware of your kind of old-fashioned 'uphill in the snow both ways' mindset.
2. The essential roles gambit
If you are in an 'essential' role (good luck figuring that out), you are expected to come in, otherwise stay home. This can work if really all you need to do is keep minimum organizational capability during a snow event, but it certainly can have a negative effect on morale - 'What do you mean, I'm not essential?'. Because even non-essential people pretty soon figure out that the 'non-essential' list is the same one used for the 'budgets are getting cut, who can we let go of' exercise.
3. We are all adults, use your best judgment
Truly, the only sustainable approach and the one most likely to succeed over what can be a four or five month winter. The employee knows best about their commute, their confidence in driving in bad weather, their mental state after or before a nightmare drive, and their family obligations. The manager should have a good handle on the current work load, the ability of the group to adjust, adapt, and re-prioritize if necessary, and how the overall diminished capacity impacts the larger picture. Bottom line, the manager needs to understand when and how to handle these situations in a way that keeps employees safe and productive, and makes sure the essential obligations at work are met. Perhaps one way to manage this is to actually prepare, (maybe too late already for this season), and set some general expectations and guidelines for the staff, but always tempered with the 'use your best judgement' conclusion.
You are not a hero for sitting in your car for three hours to then sit in a cube for three hours, only to get back in the car to repeat the process to get home. And managers that think a sign of their great leadership is that their entire team fought the weather to make it in to work is misguided. A real leader or even a good manager has set up an environment and process where using and exercising individual and balanced judgment is valued and demonstrated.