Why leaders let people make ‘homers’ — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily

Why leaders let people make ‘homers’

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in Hiring,Human Resources,Leaders & Managers,Management Training

Nobody talks about it, and it’s against the rules of virtually every employer, yet the practice thrives: It’s called making “homers”: items or work produced on company time for personal use.

Homers range from a lamp fashioned on the factory floor to a personal letter typed on the company computer.

Among craft industries, particularly in the metal trades, homer-making is a tradition. In a recent poll, more than a quarter of male factory workers reported making something on the job that wasn’t for their employer.

Harvard Business School assistant professor Michel Anteby has explored the practice by interviewing retired French metalworkers. He found that leaders of all stripes—managers, supervisors, executives—know about homer-making, and most ignore it. But why?
  1. It might improve job performance. The organization may reap more from people when it gives them more—a classic quid pro quo.

    Example: The aeronautics industry often undergoes sharp ups and downs as large orders of planes come in or are canceled. An implicit social contract between employers and employees may let workers make homers during periods of idleness in exchange for long hours during crunch times.

  2. It could prevent strife. The silence of labor and management about homers seems deliberate. Everybody has an incentive to keep quiet. If the subject blew open, managers might depict their workers as thieves, and workers might depict their supervisors as incompetent. The consequences are so unpredictable, in fact, that silence seems to keep the peace.

  3. It may boost morale. Especially among craftspeople, homers may represent their professional identity. Letting people make homers might reinforce their pride in the organization and themselves. Not letting them do it could seem a sign of disrespect.
Do real leaders let employees make homers? Is it good or bad for an organization? Tell us what you think at editor@nibm.net.

— Adapted from “Homers: Secrets on the Factory Floor,” Sean Silverthorne, HBS Working Knowledge, http://hbswk.hbs.edu.

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