Since 2020, office workers have waged an epic battle to work remotely. They're mostly winning.
that remote work was so bad for worker productivity that forcing employees back into the office would result in"rising productivity that will offset some of the inflationary pressures" we're seeing in the economy.that showed that remote work actuallyproductivity, while also resulting in a host of other benefits. They did a randomized controlled trial — the gold standard of empirical research — at a real-world tech company called Trip.com.
And, far from increasing inflation, Bloom's research suggests that remote work has materially decreased it. In, Bloom and his colleagues find that workers value remote work so much that they're willing to accept lower pay to have it. They surveyed more than 500 companies, and they found that 38% of them expanded opportunities for remote work over the last year"to keep employees happy and to moderate wage-growth pressures.
But, in the decades since, a slew of research has found that there are many bad bosses out there, and their flawed decisions can really hurt their organizations. In a, for example, economists Mitchell Hoffman and Steven Tadelis used employee reviews of managers at a large tech firm to measure their people-management skills. They then tracked these managers to see what happened over time.
— America has seen record rates of quitting. There are many reasons for this, including a super-tight labor market with lots of job options for people. But one contributor has likely been bad managers failing to read the tea leaves and refusing to accept employee demands for remote work. Bloom, backed by"I think most of the firms pushing for a full return to the office are the result of mistakes or kind of outdated thinking," Bloom says.
But productivity is not fundamentally about inputs. It's really, in the end, about output: how much you produce and at what quality. Bloom says"output management" — setting clear targets and goals and assessing overall performance — has always been a superior way of motivating and monitoring professionals, even back when we were all in the office. Nonetheless, many managers continued to focus incessantly on inputs.
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