Case Study: Should Some Employees Be Allowed to Work Remotely Even If Others Can’t?

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Case Study: Should Some Employees Be Allowed to Work Remotely Even If Others Can’t?
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Things will never go back to the way they used to be.

Sean Lewis, the CEO of Vallia Energy, stared at the message screen on his phone and prayed for three little dots.

Throughout the process, Joan had been good-humored and patient, but Sean wasn’t sure how she’d react to this last-minute about-face. He breathed a sigh of relief when he saw her reply: “Sure, Sean. The memo was due to go out at 10 AM tomorrow. I will cancel. Let’s discuss in the morning?” Sean sent a thumbs-up emoji, but his heart sank. He felt like he was back to square one.“What happened?” Joan asked when she and Sean met by the food trucks at Scissortail Park.

With those concerns in mind, Sean and Joan had shifted course again. They’d managed to end the leasing arrangement with their tenant and planned to bring all employees back four days a week. Both of them had been feeling confident about the decision—until Sean saw the pseudo survey. In his office later, Sean fielded a call from Dean Johnson, the head of the local chamber of commerce.“Hi, Sean. You sound well. Which surprises me, as I heard that you’ve lost your mind and decided to cancel Vallia’s return to headquarters.”“Well, you know how disappointed I am, speaking as the voice of the OKC business community,” Dean replied. “You’re an anchor employer here, and your people are the primary customers for dozens of small businesses.”“I know that, Dean.

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