4 ms·

People trust their feelings and experience over research, more at 11.

• gryfft 2y ago
  > “Leadership is a lot less fulfilling and a lot less fun when you’re doing it remotely,” Bock said. There's also this, which makes a great deal of sense to me even as it angers me from the other end of the power gradient. Management likes to do things that feel good to management.
  • i_am_jl 2y ago
    I dunno. I feel like if executives believed they were hamstringing their teams with RTO edicts they wouldn't see them as so fulfilling or fun. Maybe I'm giving executives too much credit but I believe that, for the most part, they believe they're better managers when their employees are in the office. I think that's true in a lot of cases, but it also ignores that employees can be better workers when they're hybrid or remote.
    • LaGrange 2y ago
      > Maybe I'm giving executives too much credit but I believe that, for the most part, they believe they're better managers when their employees are in the office. I don't know, I'd say a usual expectation of a worker is to learn how to adapt to a changing understanding of their work, but like, maybe I'm expecting too much. Why would I expect managers to keep up to date on management research, it's not like they're being paid for doing their jobs well or anything. Edit: fun fact, it's been so far my experience that C levels are surprised management research exists.
• l33t7332273 2y ago
  The research in this area has been hazy at best. It’s very difficult to quantify all of the factors. It’s a disservice to pretend that WFH > RTO is “settled science”
• 2OEH8eoCRo0 2y ago
  Research often measures the wrong thing, mistakes the map for the territory, or misses the forest for the trees.