Its the kind of thing that needs to be codified in the handbook and come from the top. I know middle managers that make these kind of decisions right now at the

Its the kind of thing that needs to be codified in the handbook and come from the top. I know middle managers that make these kind of decisions right now at their companies and feel the same way, but the calculus that gets missed is that until its codified in the manual, the HR processes, and is said from the executive c-suite level, it will always appear suspicious, because the course would be easy to reverse on everyone if we take it as a pinkie promise or handshake agreement. Same reason I don't like "well let teams decide". It doesn't force the business processes to update themselves to the divergent realities, it pushes all of the burden onto teams and individuals instead, which is not good in aggregate for these sorts of things.