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Originally Posted by the-rasta-masta
I don’t disagree that management quality is the #1 driver of productivity, low performers exist in any setting. But some accountability is built into the environment itself. Remote work makes performance binary: you’re either hitting KPIs or not. In-office, managers can spot bad habits (or promising effort) much earlier, before they show up in results. And when people know their work ethic is visible, that social pressure raises the floor for the whole team. In sales especially, it’s harder to gauge where your team really stands remotely, because you’re forced to judge almost entirely off numbers, and numbers don’t always tell the whole story. Flexible hybrid is the best of both worlds in my experience, there’s no requirement to work a certain amount of days at home or at the office and it’s completely up to the employee on a daily basis, but there’s some expectation that they are around the office from time to time.
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Great post and I agree with you completely. Flex hybrid is what works best in my experience. Organizations that have performance numbers be the biggest driver of promotions is a prime setting for putting the wrong kind of people in leader positions. I'm biased because I'm a 10 minute walk from our downtown office in Toronto on Bay and King, but I wouldn't be able to WFH every day. I suspect that those who spend some time regularly in the office would on average see better overall performance results and higher rates of bonuses and promotions.