During a typical week I might commute from home to a variety of different newsrooms in the metropolitan area, a few times a week. That drive might have me on the road for as long 90 minutes. But it’s a hop, skip and a jump compared to my travel to Florida or California for a few days to work. End result – I work where I want and when I want so I can sustain a certain lifestyle which includes family, my volunteer work, and a serene home life near a beautiful lake, just outside New York City.
Seems like a lot of road work, but being an independent contractor affords me the ability to live where I want, and choose the work I want to do, from week to week. My clients and the organizations I work for get what they need, and I in turn am fulfilled in my career – without having to relocate to any one destination.
For independent contractors that’s not so unusual, but it’s the exception when you work for one company.
Now, a case for those longer commutes – or extreme commuting – is being made in response not only to a tighter job market, but because lifestyle and family concerns are becoming more important in our 24/7 global marketplace. WorkLife flexibility is on the radar like never before. Throw in the housing market crisis and it’s a no brainer why executives don’t want to pick up and start all over.
In an article in Workforce Management Magazine, Extreme Commuting – An Extremely Popular Option for Executives, writer Gina Ruiz cites some examples of companies and executives deviating from the typical corporate setting. It’s in the best interest of the companies to bend the rules to retain loyal employees, and in the interest of the executives to live in a more desirable setting better suited to their family needs.
In one example cited in this article, a top exec commutes between Colorado and Virginia. That’s a heck of a commute, but typical of what we might see in the future, according to statistics from Korn/Ferry’s Executive Recruiter Index.
It indicates extreme commuting, (described as a 90-minute venture to and from work once a week) is preferred to relocation, according to 70% of the international recruiters who were surveyed. More than half of these same recruiters claimed it was more difficult than in the past to persuade executives to relocate.
The question remains however, is this new way of work only reserved for the corporate executives? How far will a company go to retain a loyal and engaged employee and what is the return on investment?
It’s a game that needs to be played out. That means businesses taking the time to create and test such initiatives, and employees expressing their interest to give it a shot. With worklife balance initiatives making waves in the corporate world – this might be yet another strategic response to retaining skilled talent in a 24/7 world.
