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And you are making assumption that these people are all stupid. What is your arguement?

csomar 4y ago
I’m not making that assumption, it would be as dangerous. I’m making the statement to not assume their intelligence based on their position (high level c-exec)
kaba0 4y ago
Intelligence aside, do we/they have proper data on the topic to make an objective and sound decision in the first place? It’s not really something that can be just “thought out” like a step in a game of chess. In my opinion and experience, coworker’s performance vary greatly in and of itself and we can hardly ever correctly measure a single person’s “productivity” in a non-faulty way. Many companies’ simply fall back on more-or-less subjective, textual analysis of their workers and base basically every decision on that.
- RestlessMind 4y ago
  > do we/they have proper data on the topic to make an objective and sound decision in the first place? Let's assume none of us have any data to make an informed decision. Then what is our "default path"? In-office arrangement is something that has been tried out for decades if not more. The decision makers, who are typically C-suite or execs, are specifically the ones who progressed and thrived in that system. Guess what they are going to choose when there is a lot of uncertainty? Obviously an in-office setup, with maybe some concessions to working from home 1-2 days a week because that's comfortable even for them. The only exception would be young founders who haven't learned any setting yet, and in fact who would like the allure of a "digital nomad" lifestyle more to embrace fully-remote.
red-iron-pine 4y ago
stupid =/= incompetent I've known math wizards, PhD mega-thinkers who would be terrible at leading organizations and pushing projects. Lots of mgmt is incompetent, and there is a bell curve there just as bell-y and curve-y as other employee ranks. Like, basically by definition 50% are below average like anywhere else. The missing piece is that plenty of these < 50th percentile can get jobs, often high level ones in respected companies. It's often who you know, how you make people feel, and what sort of connections and optics you bring to the table.

I’m not making that assumption, it would be as dangerous. I’m making the statement to not assume their intelligence based on their position (high level c-exec)

kaba0 4y ago

Intelligence aside, do we/they have proper data on the topic to make an objective and sound decision in the first place? It’s not really something that can be just “thought out” like a step in a game of chess. In my opinion and experience, coworker’s performance vary greatly in and of itself and we can hardly ever correctly measure a single person’s “productivity” in a non-faulty way. Many companies’ simply fall back on more-or-less subjective, textual analysis of their workers and base basically every decision on that.

RestlessMind 4y ago
> do we/they have proper data on the topic to make an objective and sound decision in the first place? Let's assume none of us have any data to make an informed decision. Then what is our "default path"? In-office arrangement is something that has been tried out for decades if not more. The decision makers, who are typically C-suite or execs, are specifically the ones who progressed and thrived in that system. Guess what they are going to choose when there is a lot of uncertainty? Obviously an in-office setup, with maybe some concessions to working from home 1-2 days a week because that's comfortable even for them. The only exception would be young founders who haven't learned any setting yet, and in fact who would like the allure of a "digital nomad" lifestyle more to embrace fully-remote.

red-iron-pine 4y ago

stupid =/= incompetent I've known math wizards, PhD mega-thinkers who would be terrible at leading organizations and pushing projects. Lots of mgmt is incompetent, and there is a bell curve there just as bell-y and curve-y as other employee ranks. Like, basically by definition 50% are below average like anywhere else. The missing piece is that plenty of these < 50th percentile can get jobs, often high level ones in respected companies. It's often who you know, how you make people feel, and what sort of connections and optics you bring to the table.