I was responding to my parent/gp comment about slackers WFH. I think by definition we can say "slackers" are people who aren't delivering at an adequate level -

I was responding to my parent/gp comment about slackers WFH. I think by definition we can say "slackers" are people who aren't delivering at an adequate level - or at least that's how I interpreted it. I am not sure how much you have been in leadership positions or dealt with hiring in tech, but things aren't as simple as letting people go. For one, a lot of people with performance issues know they have performance issues and want to be better - so if they have trouble concentrating/dealing with the temptation to slack at home, establishing formal work-from-office policies could actually help them. Basically, it's almost always better to try to coach underperforming people or create/find an environment that works for them rather than just let them go (especially for software where it's hard to find people already, it's a bad look to fire someone in under X months, and where as a line manager you actually have little discretion over firing people). Also, once a culture of not delivering gets entrenched, letting people go gets hard. You don't want to let go of 4 out of 6 members of a team at once, even if they aren't doing anything. It's a bad look for the entire management chain and makes other employees scared. Investors may interpret it as a sign of trouble with financials. I don't think there's anything wrong with requiring underperforming employees to work out of an office, as long as their job wasn't advertised as fully remote and the employer never formally told them they were not expected to return the office. I do agree that people who are doing a good job working remotely have every right to continue working remotely though. I just also agree with the GP that remote work enables slackers and can make getting shit done hard/frustrating.