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Yet a work force culture based on long hours at the office with little regard for family or community does not inevitably lead to strong productivity <em>or</em> innovation. Two outdated ideas seem to underlie the Yahoo decision: first, that tech companies can still operate like the small groups of 20-something engineers that founded them; and second, the most old-fashioned of all, that companies get the most out of their employees by limiting their autonomy.

Why are companies so leery of this type of flexibility? Managers are tempted to use “face time” in the office as the de facto measurement of commitment and productivity. They are often suspicious about employees who work out of sight, believing they will shirk or drift if not under constant supervision. As a result, telecommuting is often viewed as a perk to be handed out after employees have proved their worth.

Step One: Settle on style and colors

Step Two: Create theme backgrounds

Step Three: Rework text-heavy screens

Step Four: Add meaningful visuals and interactions

Step Five: Improve the Layout

Use the same face-to-face course syllabus

<em>Implement </em><em>Course grading that relies heavily on exam assessments</em>

Assignments that lack detailed instructions

<em>Utilize the same </em><em>course materials as used in F2F class</em>

Underestimate the amount of time needed for course transition