1) the dispersion of outcomes is quite large, I know people at fully virtual startups that are having great success, I also know that some of the governmental organizations I’ve interacted with have literally accomplished nothing in the two years since they’ve “gone remote”
2)I’d posit that a team’s ability to work remotely is a function of 1) experience (few junior employees that are learning on the job), 2) caliber of employee (white shoe lawyers vs say the accounts payable department)
3) while I had a positive experience with remote work during the pandemic, if I were senior leadership I’d have real concerns around long term implications for employee development, company culture, and productivity
My brother-in-law works for the state of IL. When COVID hit, his department went 'remote'. According to him, while 'remote', anyone without a computer did not have to do anything, but was still paid. Suddenly, lots of people "didn't have a computer".
1) the dispersion of outcomes is quite large, I know people at fully virtual startups that are having great success, I also know that some of the governmental organizations I’ve interacted with have literally accomplished nothing in the two years since they’ve “gone remote”
2)I’d posit that a team’s ability to work remotely is a function of 1) experience (few junior employees that are learning on the job), 2) caliber of employee (white shoe lawyers vs say the accounts payable department)
3) while I had a positive experience with remote work during the pandemic, if I were senior leadership I’d have real concerns around long term implications for employee development, company culture, and productivity