[EQAndyBuzz]

I think if this is going to be the new trend, there needs to be better ways to monitor daily productivity. Such as using Agile methodologies to gauge how much work a team member has to do and a length of time to accomplish the work. I have been 100% remote for the last seven years and I can tell you from experience, as both a manager and team member that unless clear goals are identified and how and when the work will get done documented, you could very well do the minimum work required and spend the rest of your tie screwing off.

[gitmo]

I personally found agile methodology wastes more time and results in poorly built systems. A systems engineer in a major software company said they use agile to get something in the hands of their users, but then they turn around and build it the right way to have a well designed product.

[grey_whiskers]

Agile sucks. It’s a fad which tries to keep dots honest about how much work they really do.
And it can be easily gamed.

[Dr. Sivana]

I think if this is going to be the new trend, there needs to be better ways to monitor daily productivity.

I work in IT, and am presently 90% in office, but have been 100% remote.

There is no great way to measure productivitu on most jobs like mine. You can gauge how much time is spent in online meetings, but that doesn't stop someone from attending a two hour meeting while playing Minecraft on a phone. (I do not do that)

Measuring number of tickets resolved is also inadequate. I could generate and resolve tickets at will. The important tickets often take the better part of a day. Requiring employees to account for every minute cuts into productivity, and is a fast way to lost the best employees.

It comes down to what the other members of the team describe, and whether the work gets done. It is best to make good hires of conscientious employees, and DEI quotas make that more difficult. Crappy contracting firms make it worse.

If a hiring manager tells a contracting company, I want an employee in Position A, to do B, but C,D,E,F,G,H,I,J are also nice, the contracting company will treat C-J on par with B, and you get fudged resumes or none at all after filters. My manager asked me to pick candidates from a pool of applicants as we needed to backfill a position to run a specific backup program. Out of the five candidates' resumes, only one even mentioned the software. It turns out the contracting company just asked for a backup position, and did not list the essential program that was needed on day one, but listed C-J. The fellow who had moderate exposure got hired on my recommendation, and he is working out great, but we just got lucky.