Commuter Can't-Do

As a well-documented, openly, unapologetically lazy person, I'm not a good judge of what can and can't be tolerated commuter-wise. I tried it (under duress) for a month while living in a suburb of NYC, and I can tell you the experience wasn't up to my standards. What?  You expect me to get up uncomfortably early and sit on a train for an hour just to get to work?  Come on!  You must be joking!

So, it's no surprise to me that companies are worried about, and maybe already experiencing, worker loss due to commuter blues. Not only is commuting offensive to lazy people who like to sleep in; it's now unmanageably expensive, too, thanks to still-high gas prices. And, then, too, for those who are environmentally-conscious (in addition to lazy/selfish about comfort), it's bad for the environment.

The dilemma facing companies is what to do about it?  If you want to offer commuter benefit packages that reimburse the tired commuter for her labors and gas expenses, how do you afford it?  It seems counterproductive to add commuter benefits and then keep salaries stagnant and carry out layoffs, but it's a well off company these days that can both increase employee benefits and increase salaries while having no need for layoffs.

If your company can't offer commuter benefits, and you're asking workers to reconcile themselves to expensive, uncomfortable commutes (can't trust workers to be productive telecommuting, of course), then I guess you'll have to make the commute worthwhile. One way (for ambitious workers looking for added channels of development) is to create podcasts or CDs with learning programs on them that can be listened to with a test taken later at the office or online for special certifications or other resume-boosting opportunities. Or, the programs they listen to in the car and are tested on later could be used as qualifiers to an elite leadership development program. They've proven they're motivated enough to haul themselves long distances to sit inside a cubicle, all the while incurring horrible personal expenses and listening to a training program, so there's a good chance they're leadership material. Don't you think?  The commute in this approach is considered a test of strength, which is fair. Employees deserve credit for working hard, and commuting sure is hard work.

At the same time you need something for the commuters who have no desire to listen to training programs on the way to work (that would be me), but whom you also wish to retain because, though they're not open to inconveniencing themselves too much for their company, they're still highly competent at what they do. For them, offer special in-office commuter surprises once a quarter, such as a visiting masseuse, portrait artist, nutritionist, or psychic (or whatever your workers would consider a treat). These special visitors would perform services paid for entirely by the company, and just for employees who commute at least an hour in each direction. It'll cost you, but probably not as much as offering another formal benefits package to a wide swath of workers. Depending on what your company does, you might be able to get these services at a reduced rate, or maybe even free if you can work out a bartering arrangement. Don't tell your commuters when these visits will occur. Keeping the dates secret will encourage commuters to get themselves to work everyday with the idea that something other than a long, uncomfortable car or train ride might be right around the corner.

Trainers eager to diminish the impact on commuting also can try teaching workers about local carpool programs, and can even organize a company carpool that doubles as formal collaboration sessions for workers (yet another carrot for the ambitious among your workforce). These collaboration groups would be responsible for coming up with whatever ideas and plans your company happens to need such as new product or marketing concepts. In exchange for participating in these carpool/collaboration sessions, workers would receive corporate university credits, or simply have their participation added to their performance record. For a more a structured, accountable approach, give credit or recognition only to those groups who submit actionable ideas every four months.

In any case, don't ignore the discomfort of your commuters. Times are tough, but they can still go elsewhere. Actually, with our temperamental (mostly gloomy) current economy, many of them, like your other workers, already are suffering from the loss of retirement savings.  A boring, frustrating car ride, or stuffy, crowded, smelly  train  commute, isn't what they need to get into a good  mood. 

What are you offering commuters to make the trip to your office worthwhile?  Anything good?  Or just hoping they'll stay out of desperation?

Comments

[MCSE Training]

really nice stuff