121–130 of 345 posts
Earlier quoted context omitted.
I know plenty of people who go into offices and blatantly don't work.
Yeah being in office doesn't make it any less difficult to scroll through Reddit.
Earlier quoted context omitted.
Yeah... CEOs. Most of them don't work.
C-Suite is a cost center. Only a small portion of established companies (not startups) have executives that make a clear revenue difference. First thing AI should replace is most of the C-Suite.
People really want to push remote work as being great for businesses. The sad reality is that it’s not (at least for knowledge workers)… it kills productivity and the output is always lower quality.
I have seen poor management manifest more in WFH scenarios with work and official communications extending well past normal working hours, usual latency in tasks notwithstanding. Also, this is tangential but I would be interested in what proportion of employees actually have a good home workplace set up, because it seems highly dependent on income and many (including myself) aren't generally equipped to make it as co…
1. Employees to build their home office (get monitors, good chair, desk, etc.)
2. Employees to buy or build their own machine (buy a laptop, build a PC, etc.)
Earlier quoted context omitted.
If it takes being in person for your management to tell that someone is not doing anything and PIP/fire them, then I'd certainly call that poor management. You shouldn't have to look over my shoulder to know that I'm doing my job.
The mangement had several years to collect data. Maybe they checked the numbers and found that, yes, people on average are less productive when working from home. Is that surprising or unexpected somehow?
I left Amazon a month ago (voluntarily) for a fully remote role because they asked me to move to Seattle/Arlington. When I joined them, I was already in a different state because of my wife's work. So I told them, I cannot join if they don't give me remote exception; it took them ~4-5 weeks to get the sign off for remote exception from the VP. I took the job and 9 months in, Jassy decided to force everyone back to th…
> "Since the RTO, a lot of my colleagues have started working at 9 am and log out at 5pm pronto" In office workers have more defined working schedules? Is that what this means? That seems healthy for the worker. -- UPDATE -- Must consider the commute factor for time-demand on employee.
there's also the push/pull of the health benefits and disadvantages of commutes and other external factors that go into office-based dynamics. additionally, as i've mentioned in another comment on a similar thread, RTO mandates are not accompanied by corporate commitments to restore the cultures and environments that were present in the pre-remote migration which only intensifies the skepticism and recalcitrance of the workers.
edit: changed "ramps up" to "intensifies"
I left Amazon a month ago (voluntarily) for a fully remote role because they asked me to move to Seattle/Arlington. When I joined them, I was already in a different state because of my wife's work. So I told them, I cannot join if they don't give me remote exception; it took them ~4-5 weeks to get the sign off for remote exception from the VP. I took the job and 9 months in, Jassy decided to force everyone back to th…
> "Since the RTO, a lot of my colleagues have started working at 9 am and log out at 5pm pronto" In office workers have more defined working schedules? Is that what this means? That seems healthy for the worker. -- UPDATE -- Must consider the commute factor for time-demand on employee.
I left Amazon a month ago (voluntarily) for a fully remote role because they asked me to move to Seattle/Arlington. When I joined them, I was already in a different state because of my wife's work. So I told them, I cannot join if they don't give me remote exception; it took them ~4-5 weeks to get the sign off for remote exception from the VP. I took the job and 9 months in, Jassy decided to force everyone back to th…
I would be surprised if they did this, and if they did, use it for implementing any sort of meaningful change. Plus I would not put faith in leadership to being able to interpret what this really means because they are so out of touch with how things are going. Discussions with upper leadership is heavily reviewed and curated as a means to avoid getting called out and stay under the radar. They all have a skewed view of what's going on with the teams that build and this data wouldn't feed into it in a way that would be meaningful.
Likely what they will do is keep track of stuff like regretted attrition, hiring numbers (once they get back to hiring), Connections results, project/goal delays (the well established orgs are all aggressive about tracking dates along with goals to see how things are going).
> a lot of my colleagues have started working at 9 am and log out at 5pm pronto
I think this is a great thing. This is long overdue there. It's too common for employee's personalities to be all Amazon all the time. I've been to many social events over the years where I'm told to not bring/invite anyone from my Amazon circle because all they can do is talk about Amazon.
does anyone really find RTO surprising? I know several people personally who just blatantly don't work. it's more obvious in roles where the work is less quantifiable, but even in engineering roles everyone hears stories the alternative seems to be aggressively metricize and cut-- but that seems bad for different reasons
So, yes I do find it surprising that instead of managers just doing their job they think it is better to force RTO. They are catering to their lowest performers rather than cutting those people and supporting their good employees.