[bit_logic]

Where's the data? Before COVID, there were plenty of anecdotes from remote companies about how it helped their hiring and productivity, but that wasn't enough to convince the vast majority of companies to try WFH. They stubbornly said the status quo of in-office was enough and no further discussion was allowed.

Now where's the data to change the status quo from WFH to the office? Amazon admits they have none. If the other companies forcing in-office had data they would be shouting it as much as they could, but when asked for data, it's just silence. Companies have had record profits and quarters with WFH, so clearly the financial data shows no issues with WFH.

Again where's the data? All we hear are anecdotes, that wasn't good enough to change the status quo before COVID, why should it be enough now to change the status quo away from WFH?

[The_Colonel]

> Before COVID, there were plenty of anecdotes from remote companies about how it helped their hiring and productivity, but that wasn't enough to convince the vast majority of companies to try WFH.

I think there's a bit of a selection bias. I believe many people can work effectively remotely and these likely applied to remote companies. But many people are less effective remote and these wouldn't succeed in remote companies. In the end I certainly think there's a space for remote only companies, but I'm not sure if it's a model useful for the whole IT sector.

> All we hear are anecdotes, that wasn't good enough to change the status quo before COVID, why should it be enough now to change the status quo away from WFH?

In the end it doesn't matter. It's the managers calling the shots and carrying the responsibility. If their guts tell them office work is the right direction, it's their bet.

[Hermitian909]

Talking to lots of middle and upper management, the primary complaints I hear are hard to measure - poorer communication, less alignment, less innovation, etc. None of this reduces the number of tasks being done, but reduces the utility of those tasks. Measuring directly is hard, but ultimately you'd expect it result in lower growth - which many companies are seeing (but it's hard to disentangle this from the macro situation).

I think the hard reality is that companies need to make a thesis on the level of flexibility in remote/in-office work and commit, then 5 years from now we'll get an idea of what works well.

[bit_logic]

These are also hard to measure:

* Employee happiness

* Less sick employees since they don't spread their germs in an office

* Much lower attrition and retention of institutional knowledge

* Lower rent costs or possibly zero rent costs for office (actually this one is very easy to measure)

* Able to hire from outside local metro area

None of these was enough to move companies even an inch towards WFH pre-COVID. And yet now vague issues due to lack of water cooler conversations is enough to shift everything back to in-office?

[Hermitian909]

Pre-pandemic, why would you risk testing out an unknown style of work and management that almost no one had experience with?

Now there's a significant portion of the labor market that expects WFH, companies need to produce a policy on WFH/RTO instead of treating it as a non-decision.

Data gives no clear insight into which is better, which makes this a judgment call, and everyone with >5 yoe has enough experience in both modes that they feel qualified to make that judgment. Many think requiring some in-office time is superior. You can try and dismiss those opinions as "vague issues due to lack of water cooler conversations" but that's not going to actually convince anyone with the power to effect these decisions - even if you're right! You need answers to concerns like "virtual communication is too low bandwidth to build alignment on strategic shifts that are necessary for the company to grow to profitability" (quote to me from a director at a company with >1,000 employees).

My argument is basically: if you could have addressed those concerns, it would've happened during the pandemic. Manifestly, those concerns were not addressed in a satisfactory way. Therefore the only real resolution now is to wait 5-10 years to see if RTO/WFH is a meaningful differentiator for companies.

[taway1874]

Love your argument! Nailed it on the hypocrisy.

[intended]

Wouldnt it be more likely that current Middle management isn’t familiar enough with a chat environments to maintain team cohesion.

I worked as a volunteer in an online team before the COVID years. I was FAR better at ensuring a team was cohesive online, than I was in person. You can make out whats going on based on how people talk, you can have one on ones, and diagnose issues.

[gruez]

>Where's the data?

https://www.economist.com/finance-and-economics/2023/06/28/t...

"Far less noticed was a revised version of their paper, published in May by the Federal Reserve Bank of New York. The boost to efficiency had instead become a 4% decline."

[bit_logic]

This line from the article "...in the number of calls handled per hour by employees of an online retailer that had shifted from offices to homes.." shows that this study is about a call center. A few points on this:

* The discussion here is about tech workers, not call center employees

* Here's another article from 2014 that showed a 13.5% increase at a different call center https://hbr.org/2014/01/to-raise-productivity-let-more-emplo... So study vs study, which one is correct or better? This isn't good evidence either way for software engineers.

The data and evidence we need is from the loud RTO companies (Google, Amazon, etc.) in the software industry pushing for RTO. These supposedly heavily data and metrics driven organizations have NO DATA supporting their RTO efforts. Some random study about call centers is irrelevant here.

[gruez]

>* Here's another article from 2014 that showed a 13.5% increase at a different call center https://hbr.org/2014/01/to-raise-productivity-let-more-emplo... So study vs study, which one is correct or better? This isn't good evidence either way for software engineers.

1. The article in question cites 5 other studies that also found negative results for remote work.

2. The Ctrip study mentioned in your hbr.org link is probably the Trip.com study mentioned in the economist article. The article mentions issues with that study:

"Call-centre workers for a Chinese online travel agency now known as Trip.com increased their performance by 13% when remote—a figure that continues to appear in media coverage today. But two big wrinkles are often neglected: first, more than two-thirds of the improved performance came from employees working longer hours, not more efficiently; second, the Chinese firm eventually halted remote work because off-site employees struggled to get promoted. In 2022 Dr Bloom visited Trip.com again, this time to investigate the effects of a hybrid-working trial. The outcomes of this experiment were less striking: it had a negligible impact on productivity, though workers put in longer days and wrote more code when in the office."

>* The discussion here is about tech workers, not call center employees

>The data and evidence we need is from the loud RTO companies (Google, Amazon, etc.) in the software industry pushing for RTO. These supposedly heavily data and metrics driven organizations have NO DATA supporting their RTO efforts. Some random study about call centers is irrelevant here.

1. Some data is no data. Sure, maybe doing the study with office workers will show different results, but until then assuming the positive unless there's evidence to the contrary is just intellectually dishonest.

2. Call center productivity is far easier to objectively measure than tech workers. Given issues above with studies on call center workers, I suspect that even if there were a study showing negative results for tech workers, there's going to be some many ways you can wriggle yourself out of that one that it's not going to meaningfully change the conversation.