It's also helped the company keep talent: A majority of management positions are filled internally. That opened up a whole set of talent to us that was not previously available.' 'You think about the talent throughout the world and how much of that talent may not be located where you have a particular office or a headquarters. 'I think it comes down to talent,' says Daniel Mott, Dell senior vice president, HR talent & technology. According to Dell, more than 90 percent of its work force has the option to work remotely there's even a 'temporary movement policy' that allows employees to live anywhere in the world for up to 29 days. It's an ingrained attitude-one that predates the pandemic by years. For the past three years, she's been working from home in Germany, where her husband is now stationed. According to Webster, her managers never missed a beat, and she was able to transfer over to remote work with little fuss. While a manager helped place her in a career-development program that connected her with peers outside her work group and other mentorship and training, the real test came when her husband, an air force pilot, was transferred to New Mexico. She soon joined the company's digital division, working in its nearby Round Rock headquarters for the next two years. She scored a summer internship in 2015 after connecting with the company at an otherwise-stressful career fair: 'It was the first conversation where I felt like I could relax into it because they weren't just looking at my resume and running through the bullet points,' she recalls. Consider Kailey Webster, who grew up in Austin, Texas, and got her business degree at the University of Texas. The upshot is a culture that strives to balance respect for employees with real-world results.Ī key example that threads through multiple Dell human resource practices and programs is an opportunistic form of flexibility.

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