I think the thing to know is how creepage works in this. I know many WFH folks that long on early and stay later. While a great many in office people are have incentives to leave as soon as the clock strikes. Decision-making seems to evolve in this environment as well. There have been surveys in the past that show when cuts are needed remote workers are at the top and they are in the bottom for promotion.
I know my job is very different, but you're not going to catch me in a WFH version. I don't know how people teach fully online when it's so much more fun to be in the classroom.
Thank you, Jadrian-san, for such an insightful piece. It provides a great perspective on how we value our time and autonomy.
While a $120,000 pay gap is significant enough to sway many people toward the office, I believe forward-thinking companies should lean into the massive value of non-pecuniary benefits as a competitive edge.
Modern workers aren't just chasing a paycheck; they’re looking for a “total lifestyle package.” It’s about the overall life satisfaction they gain by being part of an organization. By framing remote work and flexibility as a strategic asset—rather than a reluctant compromise—companies can create highly adaptable organizations that naturally attract talent without being held back by labor shortages.
Designing value that goes beyond wages is no longer just a "perk"; it’s the future of organizational competitiveness.
I think the thing to know is how creepage works in this. I know many WFH folks that long on early and stay later. While a great many in office people are have incentives to leave as soon as the clock strikes. Decision-making seems to evolve in this environment as well. There have been surveys in the past that show when cuts are needed remote workers are at the top and they are in the bottom for promotion.
I know my job is very different, but you're not going to catch me in a WFH version. I don't know how people teach fully online when it's so much more fun to be in the classroom.
I wish I could. Im online only unfortunately! I think I wish I could get in a full-time post.
Thank you, Jadrian-san, for such an insightful piece. It provides a great perspective on how we value our time and autonomy.
While a $120,000 pay gap is significant enough to sway many people toward the office, I believe forward-thinking companies should lean into the massive value of non-pecuniary benefits as a competitive edge.
Modern workers aren't just chasing a paycheck; they’re looking for a “total lifestyle package.” It’s about the overall life satisfaction they gain by being part of an organization. By framing remote work and flexibility as a strategic asset—rather than a reluctant compromise—companies can create highly adaptable organizations that naturally attract talent without being held back by labor shortages.
Designing value that goes beyond wages is no longer just a "perk"; it’s the future of organizational competitiveness.
Flexibility is really important for a lot of workers, and it's also important for workers to have a variety of options to pick from.