Wondering Wanderer

Week Notes Vol 121

August 29, 2021

I have received a number of messages on LinkedIn lately that go along the lines of:

This is for a fast-growing, {insert field} company in {location}. It’s a direct hire position with a hybrid remote work model.

What it really means in practice is that the company went remote during COVID-19, kept their office in {location} and now because there is a hiring boom is unable to find local candidates or candidates willing to relocate. Therefore they do what most companies do - they hire people outside of their normal area. However what they fail to account for is building a culture that supports such people and as a consequence new remote people in this hybrid remote work model will likely never get promoted, get limited to no time with leadership and will leave a year or so in.

Research shows that home workers – however productive – suffer from a lack of facetime with colleagues and managers, which negatively impacts promotions, and ultimately may stall careers.

I used to think that there could be some kind of hybrid world that works but I am leaning more towards two distinct styles - all in office or all remote. Having office as an option will inevitably disadvantage those working from home.

Interesting number for this week - varies by source but as many as 39% of currently remote workers are willing to quit their jobs to stay remote.

Reading


Written by Katrin Valdre who has a permanent address in Portland, OR but does not believe in one physical location. You should follow her on Twitter