I’ve seen a number of these ‘for and against’ conversations. One aspect that I often see overlooked is the relationship between managers and direct reports. M

I’ve seen a number of these ‘for and against’ conversations. One aspect that I often see overlooked is the relationship between managers and direct reports. Managers use the ‘ass in chair’ as a proxy for work load. What time did you arrive, what time are you leaving, how often are you in and out of your chair? Rightly or wrongly, the 40 hour work week is only flexible in only one direction. If you improve your ability to complete your job duties, new job duties magically appear. To that end, it’s allowed the average manager to ‘outsource’ direct management. I’m curious how this relationship will change and I’m hoping the 40 hour work week will change with it. The crux of this question is, Why is the average employee not able to control the incremental value of their time? Is it possible to move to a task-based compensation system? and/or remote work have a positive or negative impact on the compensation structure – reducing work creep, Etc.