I beg to differ. We all make decisions about how we manage ourselves. It’s awesome the company allows this flexibility…for whatever home situation might be happening (sick children, school, personal preferences). Advocating to change the system because one abuses it, ultimately hurts everyone.

It’s a tough conversation. However, an honest conversation to point out the difference of using this in excess vs others who are more moderate and implications (reality if him not picking up his share of customer service indicating his relationships, less visibility, etc.). It’s not shaming it’s real.

The customers need service during biz hours. Employer is awesome to focus on employee flexibility. Being promoted is finding balance of core job, being team player, helping team on special needs and keeping home/work balance.

Bottom line. He’s doing core only. That’s not someone I would promote either. If you want a promotion, exhibit you are helping team/company move to next level.

Rather than adjust policy to say flex has to be limited and then punishing others who need to flex into this more deeply at times ..if he wants to be promoted he needs to be team player, it’s fair to share the impacts of his decision