being devils advocate here, they probably are blinded by the reports of workers who are inefficient at remote work. I want remote work as much as the next guy, I am deeply passionate for it; but I can see why management teams would want inhouse. Easier to monitor and punish mentor the under-performers if you are physically present in the building. The higher ups don’t generally care about stats, they only care about what issues are being brought to their plate/causing more work for them… and the underperforming workers are a pretty big additional work for them.
Just anecdotally, I noticed that more junior team members were FAR more willing to ask me for help with something after we were pulled back to the office. That can be mitigated with thoughtful collaboration efforts when operating fully remote, but I didn’t even know they needed help until they could just pop by my desk and ask for something. And they started doing it frequently.
But to be clear, I greatly prefer full remote for myself and again, thoughtful approaches to team management can solve or mitigate a bunch of the remote work downsides, probably.
with WFH it’s generally harder to analyze what areas the worker is struggling, and it also lacks the one on one with the worker. You can still technically do a video call or screen-share but, it’s harder to monitor the worker to verify that said mentorship is taking effect, without compromising the privacy of the worker and the system at hand. It’s possible to do but, you lose many tools such as constant monitoring of multiple under-performers at once that make it harder to actually monitor and mentor. This is without including that remote work is much harder to actually monitor work activity vs work productivity until it is too late(end of day, missed deadline, etc).
being devils advocate here, they probably are blinded by the reports of workers who are inefficient at remote work. I want remote work as much as the next guy, I am deeply passionate for it; but I can see why management teams would want inhouse. Easier to monitor and
punishmentor the under-performers if you are physically present in the building. The higher ups don’t generally care about stats, they only care about what issues are being brought to their plate/causing more work for them… and the underperforming workers are a pretty big additional work for them.how the mentoring would be different if the under-performers are in the building or they work from home?
Just anecdotally, I noticed that more junior team members were FAR more willing to ask me for help with something after we were pulled back to the office. That can be mitigated with thoughtful collaboration efforts when operating fully remote, but I didn’t even know they needed help until they could just pop by my desk and ask for something. And they started doing it frequently.
But to be clear, I greatly prefer full remote for myself and again, thoughtful approaches to team management can solve or mitigate a bunch of the remote work downsides, probably.
with WFH it’s generally harder to analyze what areas the worker is struggling, and it also lacks the one on one with the worker. You can still technically do a video call or screen-share but, it’s harder to monitor the worker to verify that said mentorship is taking effect, without compromising the privacy of the worker and the system at hand. It’s possible to do but, you lose many tools such as constant monitoring of multiple under-performers at once that make it harder to actually monitor and mentor. This is without including that remote work is much harder to actually monitor work activity vs work productivity until it is too late(end of day, missed deadline, etc).
What is this mentoring y’all talking about lol
Is it in the thread now with us?