From the HN Guidelines: "Please respond to the strongest plausible interpretation of what someone says, not a weaker one that's easier to criticize. Assume goo

From the HN Guidelines: "Please respond to the strongest plausible interpretation of what someone says, not a weaker one that's easier to criticize. Assume good faith." I don't think a personal attack is most generous interpretation of their post. I would add some nuance. I've increasingly come to the conclusion that initiative is one of the best qualities in an employee. It's natural to see how having initiative will lend itself well to both in-person and remote work, but I suspect the effect is even more prominent in asynchronous work where there's less oversight and less opportunities for someone to spell things out. Relating to the article, junior employees are often at a disadvantage regarding taking initiative because they simply lack the tacit organizational knowledge to run with a task. They may not know who to contact or the full context of problem areas. This makes them more reliant on mentorship, which can be more difficult in remote work.