The datapoint that the top 16% of remote workers outperform the top 5% in-office while the bottom 12% of remote workers underperform the bottom 5% in-office seems intuitive.
If you’re a top performer then gaining 1-2 hours a day from not commuting makes you more productive. If you’re the kind of person who needs help to get the basics done, then being on Slack versus in the office is worse.
RTO is penalizes top performers due to underperformers not being able to handle the freedom.
@dan613 @carnage4life It’s slightly more complicated than that. Managing remote teams, and especially remote workers still learning the ropes, requires a certain skill set (and to a lesser extent appropriate policy and procedures). Some managers work on these skills and use them effectively, others don’t.
So certain workers may perform better while remote if they have managers who can actually handle remote teams.
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@dan613 @carnage4life Workers need the appropriate skill set to be productive while working remote too!
This isn’t to say that some people aren’t just better at managing themselves than others. Some people really need to be in the office for at least a couple days a week.
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Leaving aside the question of how performance is measured, which is a weird concept with many flaws: I'm intrigued by the very low performers, who again do better from home than in the office.
That's a good point. My experience of working with neurospicy people is that they're usually high performing, but that may simply be because of my field.
@carnage4life I would suggest that the top performers don't necessarily gain extra work time by not commuting, they are more productive because they aren't being interrupted as much when they work from home.
on the other hand, some of those interruptions are from junior engineers (the under performers) asking for help, and the benefit to the team of that easy communication is a net positive.
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