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0 pointsteachingassist4y ago0 comments

> The real world is not like that, because different people see things differently, because they have different vantage points, different interests, and different constraints.

Sure - but this doesn't change what I said.

You're saying that an employee is obligated to sell this (what they are currently already doing for employment) to their employer. But... the employer has already proven that they value this work, paid at that rate.

Surely, instead, the employer ought to sell coming back to the office to the employee. The employer can't depend on this being the default any more.

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wombatmobile4y ago

> Surely, instead, the employer has to sell coming back to the office to you. The employer can't depend on this being the default any more.

I think you're right. It's just a matter of how long it takes for the change to filter through to different industries and different levels of management.

How long does change take?

It depends on the org. Small businesses see the impact straight away. Their capacity to react appropriately depends on their resources. No small company could have developed their own effective videoconferencing tools, but any small company could adopt the technology once it existed in 2020, and many did. Many failed. It depends on industry category, and individuals.

For large orgs, it's difficult to see anything clearly in under 2 years, because the metrics have to be accumulated from regions, deciphered by the accounts department (using out of date filters), and then interpreted by the C suite (using out of date compensation metrics).

The fact that different individuals respond differently to workplace changes makes it even more convoluted to sort out the gains from the costs in this situation, and reconfigure executive information systems and management practices.

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