In this episode of Stop Doing Stupid Stuff™, Tim Keefe and Andreas Wieman break down the ongoing debate between remote work and office life. As Amazon pushes for a return to the office, employees are starting to “revenge job hunt,” pushing back against the idea of going back to the traditional 9-to-5, office-based model.
But the big question remains: Are companies measuring the wrong things? Tim and Andreas argue that the focus shouldn’t be on whether employees are physically in the office, but on outcomes and productivity.
If you’re a business leader, manager, or simply someone navigating this shifting work culture, this episode is filled with data-driven strategies to help you adapt.
Key Takeaways:
Employee Experience and Well-being:
Andreas and Tim discuss the importance of employee experience and well-being in the evolving landscape of remote and office work. They emphasize that strict "return to office" mandates can be harmful, as many employees now value flexibility.
Tim highlights that some companies might be using the return-to-office mandate as an indirect way to reduce workforce, encouraging employees who are unwilling to return to quit on their own.
The Return to Office Debate:
There is debate on the necessity of a full return to the office. Andreas believes that while some jobs require in-office presence, most modern jobs can be effectively managed remotely with the right support systems.
Both hosts suggest that the current push for in-office attendance may come from outdated thinking, related to "making the best use" of office leases or from comfort with pre-pandemic routines.
Quiet Quitting and Employee Engagement:
Andreas references "quiet quitting," where employees disengage and do the minimum. He notes that during the pandemic, employees had more opportunities to leave companies they were unhappy with, but they often didn’t voice their dissatisfaction, reflecting a lack of value and trust.
Tim raises the point that focusing on "attendance" instead of "outcomes" is misguided. He emphasizes that a significant portion of employees feel disengaged, which severely impacts productivity.
Cultural and Structural Shifts in Workplaces:
They discuss how many companies are reducing middle management, which leaves employees feeling unsupported. This situation exacerbates engagement issues, particularly since senior executives are often not comfortable with direct engagement.
The speakers stress the need for a change in how executives and managers connect with employees, particularly in a hybrid or remote work environment.
The Future of Work and Flexibility:
Both Andreas and Tim stress that the future of work must prioritize employee flexibility. Andreas advocates for a model that allows employees to be "digital workers," pursue side hustles, and have autonomy in their roles. He predicts that companies sticking to rigid policies may face significant setbacks or failure.
Tim sees improving employee engagement as the next major transformation, akin to the emergence of customer relationship management (CRM). He believes companies should put as much effort into understanding and supporting employees as they do with customers.
Quotes
Andreas:
On Work-from-Home Challenges:
"A lot of CEOs or executives say that productivity went down when people worked from home. Well, of course it did, because they just tried to replicate everything from the office over Zoom, which makes no sense. It was never about adapting; it was just trying to force the same processes into a different environment."
On Jobs That Need Office Presence:
"I do think there are some jobs that absolutely need to be done in the office, but that percentage is very small. It's definitely not true that every job needs to be in the office. Most modern jobs can be done productively from home if there's the right setup and support in place."
Tim:
On Return to Office as a Strategy to Drive Attrition:
"One idea is that these return-to-office mandates are a way to drive attrition without formal layoffs. Companies might be hoping that a significant portion of people will simply refuse to come back, especially if they've relocated or adjusted to working remotely."
On Measuring Engagement:
"Are we measuring attendance or outcomes? If your workforce is only 30% engaged, then 70% of your labor costs are being wasted. That's a massive leak in any organization, but we keep focusing on attendance rather than truly addressing engagement."
Summary Notes:
The discussion revolves around how companies are handling the balance between remote and in-office work. Andreas and Tim challenge the logic of forcing a broad return to office without considering employee engagement and productivity.
They emphasize that focusing on attendance rather than outcomes is leading many organizations astray. The idea of "quiet quitting" and its impact on productivity is a recurring theme.
Future success, according to both speakers, hinges on companies adopting more flexible work policies, treating employee engagement as a serious metric, and adapting management styles to support remote workers effectively.
Conclusion
Thanks for tuning in to this episode of "Stop Doing Stupid Stuff™"! We covered a lot about the evolving work landscape, from remote work dynamics to employee engagement, and we're only just scratching the surface. If you enjoyed the conversation, don't forget to subscribe and share it with your friends. We love hearing from our listeners, so drop us a line with topics you think are worth dissecting—or even the ones you find completely ridiculous.
And of course, stay tuned for future episodes where we'll continue to explore the challenges of the modern workplace, the future of employee experience, and all the "stupid stuff" that businesses are trying to figure out. Smash that like button, share, and keep being part of the journey with us.
Until next time—stay curious, stay engaged, and stop doing stupid stuff!
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