Praxis began because Drew and I wanted to be The Boss. We wanted to work for ourselves and have infinitely more flexibility. I personally was frustrated with asking if I could have an afternoon or an hour away from the office to attend to something for my kids. I have excellent time management ability and can focus easily, I know how to manage my time with my tasks and saw slipping away from work to watch an assembly or take a child to the dentist as easy and as just part of my day. Funny, my boss didn’t see it that way. However, I never did ask if I could come in on a Saturday to get ahead of the workload – I just would and of course no one ever challenged me on it. It isn’t that they wouldn’t let me go – if I asked, then I could go – but it was just the fact that I had to ask and that it was tallied up and tracked, used as vacation, or I traded this time at work here for this time at home there and recorded on some spreadsheet and in some database.
As the one in charge of the service we offer now (aka The Boss) I weave what needs attending to at home and at work into my day and my schedule. It’s the sunny Monday morning of a Long Weekend while I write this – but I was up at 5:30 so I might as well write this blog while the house is quiet and I have the time – right? And come Wednesday afternoon at 12:50 you’ll find me at the school walking my youngest child’s Kindergarten class to the pool for swimming lessons – because it’s important and fun – right? Still trading time but I’m most certainly not tracking it and I’m not asking if I can; I’m simply managing the pieces of my life and my work that matter.
I have a friend in Vancouver who runs his own business with about 20 employees and he doesn’t track lunch hours or what time they roll in each day – and I’ll tell you something crazy - he doesn’t even track vacation. Not one little bit. He sets out the expectations and provides plenty of support; guidance and the tools and resources they need to do their jobs. And then: he lets them get to it. If they need a Wednesday afternoon off to walk their kid to a swimming lesson, off they go, without question, without asking. If they need two weeks in Hawaii, off they go without question, without asking. He hires skilled people with the ability to get the job done without his meddling and then makes sure they know what they are on deck to do. Then they do it as they see fit, in the times that work best for them. He doesn’t track anything but their final performance and if they are getting the results he needs them to, they are successful. End of the story.
As Drew and I stare down the barrel of making our first few hires, we’re most definitely thinking about flexibility for our team. We refuse to make our employees choose between work and family – we aren’t retail, someone does not have to be minding the store in order to get the job done. Also, as an HR company we fully understand that companies that are willing to offer more flexible job options find that their employees are happier and more committed to their jobs, or even that they get more work done. So that’s a nice bonus, but in the end we’re offering flexibility because I will trust them and I have better things to do than track and trade my team’s work time with down time – and so will they.