As Rosemary posted earlier this week, we've recently changed our corporate policy to support unlimited paid leave. While we certainly thought the idea was innovative ourselves, we never expected it to get the reaction we've seen so far.
The story first broke on the Seattle PI on Tuesday. Then two local TV news shows covered it: KING TV, KOMO TV. Then some radio local radio spots. Then syndicated on local news shows across the country last night. And next up some appearances by Rosemary on some national news shows this weekend.
The media attention has generated reactions that are all over the map... from people thinking we're crazy ("sure, pay people to not work... they'll be out of business next month") to those that see this as some kind of reflection of the generally liberal Seattle mindset (it's just the opposite, in our opinion) to those that see it as a liberating, empowering policy (hey, that's what we are shooting for!).
The fact is, we see this policy as a reflection of who we are as a company overall. With our social media platform, the primary design principle was to give users CONTROL over their social media, because control gives people more freedom with their virtual lives and personal content. Likewise, with our new corporate benefit policy, we feel that giving people control over how they budget their time breeds trust and increases overall responsibility and productivity. People share more, express more, and care more when they are empowered. And it's good for business.
Another comment I've heard quite often in reaction to this story is that this policy could never work at a larger company. But why not? If a company is so big and uninspiring that its cubicles represent cages, why not lift the ennui and the insular bureaucratic process with a message that your job is not a contract of hours but a commitment of purpose.
Who's coming with us?
The story first broke on the Seattle PI on Tuesday. Then two local TV news shows covered it: KING TV, KOMO TV. Then some radio local radio spots. Then syndicated on local news shows across the country last night. And next up some appearances by Rosemary on some national news shows this weekend.
The media attention has generated reactions that are all over the map... from people thinking we're crazy ("sure, pay people to not work... they'll be out of business next month") to those that see this as some kind of reflection of the generally liberal Seattle mindset (it's just the opposite, in our opinion) to those that see it as a liberating, empowering policy (hey, that's what we are shooting for!).
The fact is, we see this policy as a reflection of who we are as a company overall. With our social media platform, the primary design principle was to give users CONTROL over their social media, because control gives people more freedom with their virtual lives and personal content. Likewise, with our new corporate benefit policy, we feel that giving people control over how they budget their time breeds trust and increases overall responsibility and productivity. People share more, express more, and care more when they are empowered. And it's good for business.
Another comment I've heard quite often in reaction to this story is that this policy could never work at a larger company. But why not? If a company is so big and uninspiring that its cubicles represent cages, why not lift the ennui and the insular bureaucratic process with a message that your job is not a contract of hours but a commitment of purpose.
Who's coming with us?
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