Second: Workers aren’t grasping the managerial challenges of leading a remote workforce.
I can grasp it pretty well: Shitty managers can’t tell if someone’s working without watching them, so they’re panicking. Managers who can measure their teams output more accurately than asses-in-chairs aren’t having a problem.
As the experts have maintained for years, a flexible hybrid schedule is almost always the proper approach.
The proper approach to have people sitting in an office on a Zoom call, maybe. I’ve never seen hybrid be as effective as either fully remote or fully on premises.
Spot on. I’m a people manager and I set my expectations on productivity early and give them the freedom to make their own choices as to how and where they spend their time. At the end of the day, if they didn’t get the work done, they’re held accountable for it. Wish my own boss understood this.
I can grasp it pretty well: Shitty managers can’t tell if someone’s working without watching them, so they’re panicking. Managers who can measure their teams output more accurately than asses-in-chairs aren’t having a problem.
The proper approach to have people sitting in an office on a Zoom call, maybe. I’ve never seen hybrid be as effective as either fully remote or fully on premises.
Spot on. I’m a people manager and I set my expectations on productivity early and give them the freedom to make their own choices as to how and where they spend their time. At the end of the day, if they didn’t get the work done, they’re held accountable for it. Wish my own boss understood this.