AndiMann

@jbminn@toot.bldrweb.org @GeorgeReese@mstdn.ca LOL same! 25 yrs ago I was part-time WfH, and with rare and short-lived exceptions, have been ever since. Not a hard rule for me, but it would take a pretty special role to get me to commute again. Good on you for sticking to your guns. I know it has not been easy!

@aaronbieber@indieweb.social I can totally see that. I do believe a flexible workplace will be - already is - key to attracting and retaining top talent in competitive markets like tech. Leaders need to adapt and adjust accordingly.

@j15r@hachyderm.io Great doc, what an excellent starting point and reference guide. Thanks for sharing, I will too!

@BabblingGeek@infosec.exchange Exactly. The companies that persist in full-time offices will lose their best talent. Coz SV did not start to offer fussball tables for the love of it. They needed to offer better working options to attract & retain talent. Most companies (esp. in tech) still do. This shift is a massive opportunity for more flexible businesses like yours to upskill, IMO.

@Rycaut@mastodon.social I'd push back that this discussion 'ignores' these cases. IMO, how we treat 'essential' (fka 'unskilled') workers is an orthogonal discussion. But you make an important point. I've always been clear (incl in this thread) that WfH is a privilege that is unavailable to many. Not just manual workers either, btw - even tech has many 'essential' staff - sysadmins, ITOps, SREs - who are often required to 'touch metal' in person. As William Gibson said, the future is not evenly distributed.

@matthewskelton@mastodon.social Big agree! I feel this type of flexibility is more about leadership and attitude. If leaders create and use intentional systems, process, structure, approach, culture etc. to facilitate WfH, then (within certain boundaries) the same systems work for any 'team' - whether in-house, contract, consulting, partners, etc. Spot on mate.

@edwing@techhub.social Totally get that. The future of work is not evenly distributed. WfH relies on a privilege that is not open to everyone. btw, the ability to physically go to an office is also a privilege for some. I believe hybrid is the way to go - like you say, a couple days a week, couple weeks a month, regular onsites or offsites. Collaboration and innovation are still team sports, but IMO leaders must accommodate individual needs better.

@GeorgeReese@mstdn.ca Cannot imagine how frustrating that was. enStratus was very forward-looking, not atypical for a large vendor to miss half the point of M&A. Dell 💯 should have learned, would have put them in much better stead for a post-COVID workforce. I'd love to swap notes sometime, since I took my whole team fully remote in my last role. Lots of change since your Dell days.

@timbray@mastodon.cloud Wow. 😲