Chris Reynolds, who oversees Toyota’s manufacturing and human resources functions, said flexible work-from-home policies allow companies to expand the geographic footprint of their hiring efforts.
“If we’re now working from home and can do things virtually, do I care if you’re in Plano, Texas or Detroit, Michigan? Maybe not, depending on the job, as long as you can get to Plano periodically to meet with your team,” Reynolds said automotive news‘ during the height of the pandemic.
For Mitsubishi, flexibility in the workplace is also about seeking talent outside of the automotive sector.
“We need to think of ourselves as a company that innovates,” said Mitsubishi North America human resources director Katherine Knight. “If people start noticing that we’re competitive with technology companies [in workplace benefits], they may look at our jobs and realize, ‘Wait a minute, not all of these jobs require automotive experience.’ “
Mitsubishi expects at least 90 percent of its US employees to be eligible for its work-from-home benefit.
The intention is to offer maximum flexibility, Knight said.
“There may be people who decide to work from home one day a week; when your child is sick; [or] I work from home in the morning and come to the office in the afternoon,” he said.
Mitsubishi executives dismiss concerns about declining productivity with employees distracted by crying babies or the temptation to watch an afternoon baseball game on television.
“Through the COVID transition, our team of employees has proven that we can be productive and run a successful business from headquarters or head office,” said Chaffin.