Answer To Industry Leaders on Remote Work

By: Stephanie Diana Eubank AKA Dr Bear DBA

There is an interesting Fortune article, https://fortune.com/2022/04/05/google-work-from-home-hybrid-return-to-office-eric-schmidt/ which, Lodewick (2022); is cited in APA format below.  In said article, Lodewick (2022); interviews Google’s former CEO Eric Schmidt on the topic of remote work and Google’s choice to work towards more of a hybrid model.  Where in the article it is noted that Schmidt calls himself a traditionalist regarding remote work there are some changes to the business landscape that can no longer be traditional and practiced. 

I want to start with saying that I mean no disrespect to Eric Schmidt.  He is still an OG within business and tech industries with experience running one of the biggest organizations on the planet.  His opinion is valid.  However, businesses and growing companies seeing this opinion from Schmidt, needs to factor in the changes in the business landscape since he served with Google in 2001 to 2011. 

Such as in the article, Laker (2022); which is a Forbs article that can be found at https://www.forbes.com/sites/benjaminlaker/2022/02/17/from-the-great-resignation-to-the-great-return-bringing-back-the-workforce/?sh=11bdc91025e5 .  In the article, Laker (2022); it is detailed how companies are finding during the pandemic and what has been coined as the “Great Resignation”, companies not offering remote positions or negotiating remote work are having a hard time recruiting.  As an area of expertise in the business arena the concept of working in the office is too old school for the changing market.  Companies pushing back against this growing work preference is really companies cutting off their noses despite their faces.  Remote work saves companies time and money.  Also allows for managers to build boundaries while also being true authentic leaders.  Meaning leaders can manage with empathy and the best parts about being human. The only difference is leaders must reach out to their teams and put effort into team bonding and collaboration. 

Further the article from Fortune, Lodewick (2022); Schmidt makes some rather ageist comments about hiring young graduates and how onsite work allowed him to mentor and advise these hires on professional behavior, and proper dress.  Those are concepts that have changed dramatically since COVID.  We are seeing up and down the chain employees and leaders tossing old dress code norms for comfort and dressing showier only for special occasions. Also, remote work allows for more mentorship in proper professional decorum without risk of Human Resource nightmares.  Speaking from experience people who are HR nightmares from the remote workplace and don’t learn from their lessons they are going to be worse in the office.  Mostly because on site means

The article, Lodewick (2022); also noted that the former head of Human Resources at Google saw the method of using a hybrid program to trick employees into getting used to the office again.  Essentially the thought is that someone employees can be tricked into wanting to come back to the office full time.  The article by Forbes, https://www.forbes.com/sites/forbesbusinesscouncil/2022/01/27/why-leaders-need-to-reevaluate-how-they-manage-their-workforce-today/?sh=71191ef6118e , cited below as Licina (2022); notes this method is a mistake in the long run.  Within the Forbes article, Licina (2022); it cites how leaders need to learn to lead in a remote work environment.  Also, that employees since COVID have taken a step back and re-evaluated what is most important to them and a commute and the inflation of housing near cities where many industry leaders are located are not top priorities for employees.  Not to mention overcrowding and COVID as a risk. 

Conclusion: Where the old school methods of onsite work have been helpful for companies in the past that’s not the case today.  Today companies hoping to trick their employees to come back to the office full time again will backfire making another talent shortage. Remote workers are investing outside of Silicon Valley, and other major metros and enjoying an unprecedented work life balance.  It is time for companies to embrace remote work and the benefits of remote work and invest on training leaders to lead remotely.

Work Cited

Laker, B. (2022, February 21). From the great resignation to the Great Return: Bringing Back the workforce. Forbes. Retrieved April 19, 2022, from https://www.forbes.com/sites/benjaminlaker/2022/02/17/from-the-great-resignation-to-the-great-return-bringing-back-the-workforce/?sh=11bdc91025e5

Licina, S. (2022, January 28). Council post: Why leaders need to reevaluate how they manage their workforce today. Forbes. Retrieved April 19, 2022, from https://www.forbes.com/sites/forbesbusinesscouncil/2022/01/27/why-leaders-need-to-reevaluate-how-they-manage-their-workforce-today/?sh=71191ef6118e

Lodewick, C. (2022, April 5). Good riddance to work from home, former Google CEO says. Fortune. Retrieved April 19, 2022, from https://fortune.com/2022/04/05/google-work-from-home-hybrid-return-to-office-eric-schmidt/