An alternate explanation might be selection bias. Self-directed/motivated and highly productive employees might just be more inclined to seek out remote working opportunities. The way of working...
An alternate explanation might be selection bias. Self-directed/motivated and highly productive employees might just be more inclined to seek out remote working opportunities. The way of working seems set up to emphasize individual contributions, that could make it harder for less productive people to meet expectations. Even if they contribute in a more soft way...
This is very true of where I work. We don't really have a policy on remote work, and we don't hire remote workers. Remote work isn't an option for most employees. The only way you go remote is if...
This is very true of where I work. We don't really have a policy on remote work, and we don't hire remote workers. Remote work isn't an option for most employees. The only way you go remote is if circumstances dictate that you need to leave, but the organization doesn't want you to leave. At that point, depending on how your team and office functions, they may make an exception and keep you. Almost all of our remote workers are highly effective because if they weren't they wouldn't have been given the option in the first place.
It's hard for a lot of managers to get around the emotional component of "seeing people working". For many leads, when they come into the office they like to see their team at work rather than...
It's hard for a lot of managers to get around the emotional component of "seeing people working". For many leads, when they come into the office they like to see their team at work rather than trusting that they are doing what they need to elsewhere. The same goes for when someone sends an email or chat message; responding right away feels more "productive" even though it might have broken someone's flow or interrupted a train of thought.
The challenge is that any sort of change needs not just strategic, organizational buy-in from management but also emotional buy-in and trust. Those are a lot harder to engender and you might not realize you don't have it until it becomes a problem.
I would love to eventually work at a company that works this way. My current gig is very old school. Sit at a desk for 8 hours and work on code all day. I get burned out pretty quickly. On the...
I would love to eventually work at a company that works this way. My current gig is very old school. Sit at a desk for 8 hours and work on code all day. I get burned out pretty quickly. On the plus side though, I do not have any useless meeting which take up my time. Sometimes I almost wish I had some to break up the monotony in the day though.
An alternate explanation might be selection bias. Self-directed/motivated and highly productive employees might just be more inclined to seek out remote working opportunities. The way of working seems set up to emphasize individual contributions, that could make it harder for less productive people to meet expectations. Even if they contribute in a more soft way...
This is very true of where I work. We don't really have a policy on remote work, and we don't hire remote workers. Remote work isn't an option for most employees. The only way you go remote is if circumstances dictate that you need to leave, but the organization doesn't want you to leave. At that point, depending on how your team and office functions, they may make an exception and keep you. Almost all of our remote workers are highly effective because if they weren't they wouldn't have been given the option in the first place.
It's hard for a lot of managers to get around the emotional component of "seeing people working". For many leads, when they come into the office they like to see their team at work rather than trusting that they are doing what they need to elsewhere. The same goes for when someone sends an email or chat message; responding right away feels more "productive" even though it might have broken someone's flow or interrupted a train of thought.
The challenge is that any sort of change needs not just strategic, organizational buy-in from management but also emotional buy-in and trust. Those are a lot harder to engender and you might not realize you don't have it until it becomes a problem.
I would love to eventually work at a company that works this way. My current gig is very old school. Sit at a desk for 8 hours and work on code all day. I get burned out pretty quickly. On the plus side though, I do not have any useless meeting which take up my time. Sometimes I almost wish I had some to break up the monotony in the day though.