A Bit Of #Leadership Advice From My Mentor
Tag: #communication
How Remote Work Enhances Professional Relationships
By: Dr. Stephanie Diana Eubank DBA
Remote Work and Relationship Building: Debunking Misconceptions
The debate over remote work’s impact on relationships, both personal and professional, has intensified in recent years. In a recent interview on Real Time with Bill Maher, Scott Galloway suggested that remote work hinders the ability to build meaningful connections (Maher, 2025). While Galloway’s perspective reflects traditional workplace norms, it overlooks critical shifts in how relationships-romantic and professional, are formed in the modern era.
Misconceptions About Remote Work and Relationships
Galloway’s argument assumes that physical proximity is essential for relationship development. Historically, many romantic relationships began in the workplace, but this trend has declined significantly. Research shows that online dating has become the most common way couples meet in the U.S., with nearly half of all relationships starting online (Wisniewska, 2025). This shift has been positive for workplace culture and the economy, reducing risks associated with office romances, such as conflicts of interest and harassment concerns.
The Rise of Online Dating
Online dating platforms dominate the romantic landscape, with apps like Tinder, Bumble, and Hinge leading the way. According to Pew Research Center, 30% of U.S. adults have used online dating platforms, and 12% have entered long-term relationships or marriages through them (Pew Research Center, 2023). Personally, I met my husband online in 2019, and we recently celebrated our fifth wedding anniversary, a testament to the success of digital matchmaking.
Remote Work and Business Relationship Building
Contrary to Galloway’s claims, remote work does not eliminate opportunities for professional networking; it transforms them. Companies now invest in virtual networking events, online collaboration platforms, and remote team-building activities to foster connections (World Reporter, 2025). These initiatives enhance morale and support career growth without requiring physical presence.
Moreover, remote work promotes work-life balance, enabling employees to cultivate friendships and hobbies outside of work. European countries exemplify this approach, prioritizing flexible schedules and personal well-being to reduce burnout and encourage social engagement (Remote, 2025).
Why Work Friends Shouldn’t Be Your Closest Friends
While collegiality is important, making workplace peers your primary social circle can create unhealthy dynamics. Competition for promotions and resources often strains these relationships. Encouraging employees to build strong networks outside of work supports mental health and reduces workplace drama.
Conclusion
Remote work does not erode relationships; it redefines them. Romantic partnerships increasingly begin online, and professional connections thrive through intentional virtual strategies. Galloway’s perspective reflects an outdated paradigm that fails to account for technological and cultural evolution. Embracing remote work and its networking potential is not only feasible—it is essential for modern business success.
References
Maher, B. (2025, November 14). Real Time with Bill Maher [Television series episode]. HBO.
Pew Research Center. (2023). Key findings about online dating in the U.S. Retrieved from https://www.pewresearch.org
Remote. (2025). European Life-Work Balance Index 2025. Retrieved from https://remote.com/resources/research/european-life-work-balance-index
Wisniewska, M. J. (2025). Percentage of relationships that start online: Latest statistics. Break the Cycle. Retrieved from https://www.breakthecycle.org
World Reporter. (2025, April 14). The impact of remote working on businesses. Retrieved from https://worldreporter.com
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Rethinking Bossware: The Dangers of Microsoft Teams Surveillance
By: Dr. Stephanie Diana Eubank DBA
In the age of remote and hybrid work, collaboration platforms like Microsoft Teams have become essential tools for communication, project management, and productivity. But as organizations increasingly leverage these platforms to monitor employee activity, a troubling trend has emerged: the transformation of Teams into ‘bossware.’
Bossware refers to software used by employers to surveil workers—tracking keystrokes, mouse movements, time spent in meetings, and even presence indicators. While Microsoft Teams wasn’t initially designed for this purpose, its integration with Microsoft 365’s productivity analytics and its real-time status features have made it a convenient tool for digital oversight. And that’s where the problem begins.
The Slippery Slope of Surveillance
When Teams is used to monitor employee behavior—such as how often someone is ‘available,’ how long they’re in meetings, or how quickly they respond to messages—it shifts from being a collaboration tool to a control mechanism. This undermines trust, erodes psychological safety, and can lead to a toxic work environment. Surveillance doesn’t measure productivity—it measures presence. And presence isn’t always a proxy for performance.
Why This Approach Fails
1. It penalizes neurodivergent workers. For employees with ADHD, autism, or other neurodivergent traits, productivity often looks different. They may work in bursts, need breaks to regulate focus, or prefer asynchronous communication. Bossware-style monitoring punishes these natural rhythms and reinforces ableist norms (Vargas-Salas et al., 2025; Marschall, 2025).
2. It discourages deep work. Constant status checks and pressure to appear ‘active’ can lead to performative busyness. Employees may feel compelled to stay online or in meetings just to be seen, rather than doing meaningful, focused work.
3. It erodes trust. Surveillance signals that leadership doesn’t trust its team. This can lead to disengagement, burnout, and high turnover—especially among remote workers who already face challenges in visibility and inclusion (Millington, 2025).
4. It’s a poor substitute for good management. If managers rely on Teams to tell them who’s working, they’re missing the bigger picture. Effective leadership involves setting clear goals, offering support, and evaluating outcomes—not micromanaging activity.
What Should Teams Be Used For?
Microsoft Teams shines when it’s used for:
– Facilitating communication across time zones and work styles.
– Supporting collaboration through shared documents, channels, and meetings.
– Creating inclusive workflows that accommodate different needs and preferences.
– Empowering autonomy by enabling asynchronous updates and flexible scheduling.
A Better Way Forward
Instead of using Teams as bossware, organizations should:
– Focus on outcomes, not activity.
– Design inclusive policies that respect neurodiversity and remote work realities.
– Train managers to lead with empathy and clarity, not control.
– Use analytics ethically, with transparency and consent.
Remote work isn’t about replicating the office online—it’s about reimagining work for flexibility, equity, and sustainability. Turning collaboration tools into surveillance systems is a step backward.
References
Millington, Q. (2025). Bossware: How workplace surveillance harms wellbeing and productivity. HRZone. https://hrzone.com/bossware-how-workplace-surveillance-harms-wellbeing-and-productivity/
Marschall, A. (2025, June 18). Neurodivergence in the workplace. Psychology Today. https://www.psychologytoday.com/us/blog/neurodiversity-affirming-therapy/202506/neurodivergence-in-the-workplace
Vargas-Salas, O., Alcazar-Gonzales, C., Fernández-Fernández, F. A., Molina-Rodríguez, F. N., Paredes-Velazco, R., & Carcausto-Zea, M. L. (2025). Neurodivergence and the workplace: A systematic review of the literature. Journal of Vocational Rehabilitation, 63(1), 83–94. https://doi.org/10.1177/10522263251337564
Mukherjee, A. (2025, November 4). Does Microsoft Teams’ location tracking overcomplicate employee surveillance? The HR Digest. https://www.thehrdigest.com/does-microsoft-teams-location-tracking-overcomplicate-employee-surveillance/
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Combatting Burnout: Why It Matters for Your Business
By Dr. Stephanie Diana Eubank DBA
In today’s fast-paced, hyper-connected work environments, mental health is no longer a personal issue—it’s a business imperative. One of the most pressing concerns is burnout, a state of emotional, physical, and mental exhaustion caused by prolonged stress. Left unaddressed, burnout can devastate employee well-being and cost companies millions in lost productivity, turnover, and healthcare expenses.
What Causes Burnout?
Burnout is multifaceted, but common workplace-related causes include:
- Unmanageable workloads
- Lack of control or autonomy
- Poor communication or unclear expectations
- Toxic workplace culture
- Insufficient recognition or reward
- Lack of work-life balance
- Isolation or lack of social support
- Burnout doesn’t arise in a vacuum—it’s the result of systemic issues within the workplace. When employees face unmanageable workloads, lack autonomy, receive poor communication, or feel unsupported and undervalued, their mental and emotional reserves are quickly depleted. These conditions not only erode individual well-being but also ripple outward, impacting organizational health. The cumulative effect of these stressors leads to disengagement, absenteeism, and ultimately, burnout. For companies, the consequences are tangible and costly. From lost productivity and increased turnover to rising healthcare expenses and presenteeism, burnout becomes a financial liability that undermines performance and profitability. Addressing the root causes is not just a moral imperative—it’s a strategic one.
The Cost of Burnout to Companies
Burnout isn’t just a personal struggle—it’s a financial liability. According to the World Health Organization and Gallup:
- Burnout contributes to $300 billion annually in lost productivity globally.
- Turnover costs can be up to 150% of an employee’s salary.
- Healthcare costs rise due to stress-related illnesses.
- Presenteeism (working while unwell) leads to poor performance and errors.
How Remote Work Can Help Reduce Burnout
Remote work, when implemented thoughtfully, can be a powerful tool to reduce burnout. It offers flexibility, reduces commuting stress, and allows employees to better manage their personal and professional lives. Remote work can also empower employees with greater autonomy and help foster a more inclusive and balanced work environment.
Remote work has emerged as a powerful strategy for mitigating burnout by offering employees greater flexibility, autonomy, and control over their work environments. By eliminating long commutes and allowing individuals to tailor their schedules to better suit personal and family needs, remote work supports a healthier work-life balance—one of the key factors in preventing burnout. For businesses, embracing remote work can lead to increased employee satisfaction, reduced turnover, and enhanced productivity. It also enables organizations to tap into a broader talent pool, fostering diversity and inclusion. When implemented with thoughtful policies and strong communication practices, remote work can transform workplace culture into one that prioritizes well-being and resilience.
What Companies Can Do to Prevent Burnout
- Promote psychological safety by encouraging open communication and feedback.
- Design sustainable workloads aligned with employee capacity and strengths.
- Offer flexibility in hours and remote work options.
- Recognize and reward employee efforts regularly.
- Invest in mental health resources such as counseling and wellness programs.
- Train managers in empathetic leadership to recognize and respond to burnout.
- Foster connection through team bonding and peer support.
What Employees Can Do to Protect Their Mental Health
- Set boundaries to define clear work hours and protect personal time.
- Prioritize self-care through exercise, hobbies, sleep, and mindfulness.
- Speak up and communicate needs to managers or HR.
- Seek support from employee assistance programs or therapy.
- Monitor energy levels and take breaks before reaching burnout.
- Practice time management to stay organized and reduce overwhelm.
- While organizations play a critical role in shaping workplace culture and mitigate burnout through thoughtful policies and leadership practices, employees also have agency in managing their own well-being. When companies foster psychological safety, offer flexibility, and invest in mental health resources, they create an environment where individuals feel empowered to set boundaries, prioritize self-care, and seek support. This shared responsibility between employers and employees is essential for cultivating a resilient workforce. By aligning organizational strategies with personal wellness practices, businesses and their teams can work together to prevent burnout and promote a healthier, more sustainable way of working.
A Culture of Care Is a Competitive Advantage
Mental health is not a luxury—it’s a necessity. Companies that prioritize well-being foster loyalty, innovation, and resilience. Employees who feel supported are more engaged, productive, and fulfilled. Addressing burnout is not just about avoiding harm; it’s about cultivating a thriving workplace where everyone can do their best work.
Work Cited
- World Health Organization. (2019). Burn-out an “occupational phenomenon”: International classification of diseases. https://www.who.int/news/item/28-05-2019-burn-out-an-occupational-phenomenon-international-classification-of-diseases
- Gallup. (2022). Employee burnout: The causes and cures. https://www.gallup.com/topic/burnout.aspx
- Abrams, Z. (2019, October 1). The future of remote work. Monitor on Psychology, 50(9), 54. https://www.apa.org/monitor/2019/10/cover-remote-work
- Shifrin, N. V., & Michel, J. S. (2022). Flexible work arrangements and employee health: A meta-analytic review. Work & Stress, 36(1), 60–85. https://doi.org/10.1080/02678373.2021.1936287
- American Psychological Association. (2024, March 4). What is psychological safety at work? Here’s how to start creating it. https://www.apa.org/topics/healthy-workplaces/psychological-safety
- Kelloway, E. K., Dimoff, J. K., & Gilbert, S. (2023). Mental health in the workplace. Annual Review of Organizational Psychology and Organizational Behavior, 10, 363–387. https://doi.org/10.1146/annurev-orgpsych-120920-050527
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Millennial Managers and the Workplace Crisis: A Response to Yahoo News
By: Dr. Stephanie Diana Eubank DBA
The Yahoo News article “Meet the Millennial Managers Stuck Between Boomer Bosses and Gen Z Workers” (Lichtenberg, 2025) accurately captures the unique pressures faced by millennial managers. However, the discussion must go deeper. The stress these managers face is symptomatic of broader systemic issues—economic instability, workplace PTSD, burnout, and the mismanagement of remote work—that are harming the workforce and threatening organizational safety.
Burnout is more than fatigue—it is a safety risk. According to the American Psychological Association (2023), burnout results from chronic workplace stress and leads to emotional exhaustion, detachment, and reduced efficacy. It is associated with increased risks of depression, insomnia, heart disease, and cognitive impairments that can compromise workplace safety.
Remote work, while offering flexibility, can also isolate employees and blur boundaries between work and life. This often happens when leadership does not understand that remote work modality is not a translation of in person work but an entirely different form of work. Without proper structure and support, remote environments can intensify disconnection and anxiety. My research at DrStephanieBeardBareRemoteResearch.org highlights how remote mismanagement contributes to burnout and workplace disengagement.
Economic stress further compounds these issues. Pinheiro, Ivandic, & Razzouk (2017) found that mental disorders such as depression and anxiety are leading causes of productivity loss in the workplace. Job stress, poor organizational dynamics, and lack of career development opportunities are major contributors to poor mental health and low productivity.
Unresolved trauma and chronic stress can escalate into workplace violence. The CDC (Schulte et al., 2024) reports that workers exposed to high job strain and psychosocial hazards are at increased risk for PTSD, depression, and violent incidents.
To address these challenges, organizations must invest in trauma-informed leadership, mental health resources, and inclusive remote work policies. Practical steps include:
– Conducting regular burnout assessments
– Offering flexible work arrangements
– Providing access to mental health professionals
– Training managers in empathy and psychological safety
– Creating mentorship programs and career development pathways
Millennial managers are not just stuck—they are signaling a deeper organizational crisis. By listening to their experiences and implementing strategic reforms, we can build healthier, safer, and more productive workplaces.
References
American Psychological Association. (2023, May 12). Employers need to focus on workplace burnout: Here’s why. https://www.apa.org/topics/healthy-workplaces/workplace-burnout
Pinheiro, M., Ivandic, I., & Razzouk, D. (2017). The economic impact of mental disorders and mental health problems in the workplace. In D. Razzouk (Ed.), Mental health economics: The costs and benefits of psychiatric care (pp. 415–430). Springer. https://doi.org/10.1007/978-3-319-55266-8_28
Schulte, P., et al. (2024). An urgent call to address work-related psychosocial hazards and improve worker well-being. CDC. https://blogs.cdc.gov/niosh-science-blog/2024/04/10/workplace-psychosocial-hazards/
Lichtenberg, N. (2025, September 20). Meet the millennial managers stuck between a rock and a hard place. Yahoo News. https://uk.news.yahoo.com/meet-millennial-managers-stuck-between-123000199.html
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Today I am Officially Dr Eubank!
It has finally happened. I have finally finished my dissertation, and the dissertation committee accepted my final defense. I officially hold a Doctorate in Business Administration from Concordia University Chicago. I would have posted earlier, but I needed to recollect myself. It was truly emotional for me.
Based on my research, remote work has been viable since the 1980s. Still, it has never been put into widespread action due to the researchers looking primarily at the leadership perspective and feeling it would hurt productivity. However, the findings from the current research on COVID lockdowns and the Bureau of Labor and Statistics show no remote effect on productivity. This means hard-working parents like my mother and grandmother could have had a better work-life balance to make more time for the families they worked so hard to provide for, which is bittersweet. My children and I have been blessed with my ability to work remotely for the past 12 years, so my sons are always a priority. This is something more parents are starting to gain, but there is still a long way to go.
I am hopeful that my research will help further the fact that remote work is indeed here to stay.
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Society Needs To Show More Respect To Remote Working Parents and Stay-At-Home-Parents.
By Stephanie Diana Eubank
I want to start out by saying there is no shame or blame negativity towards those who are stay-at-home parents or Stay-at-home moms, also known as SAHM or SAHP. The fact is that for many families the ability to have a stay-at-home parent that does not work remotely is a luxury not all can afford. Remote work is a way for a working parent to have some work-life balance, have more time with family, and have the benefits of throwing a load of laundry in the wash during breaks or throwing some food in the crockpot so dinner is ready after work. Although I have been a mother with an infant while working from home there is a difference between the two.
Speaking from previous experiences and the current experiences relayed to me by friends, colleagues, and in my research, many remote workers with a partner who worked in person or hybrid, especially before COVID, were regarded as being SAHP and viewing their work and finances as less than. Which is the root of my post today. This being the last week of Women’s History Month in the US, it is customary (unfortunately) to deem household and childcare responsibilities squarely on a woman’s shoulders and to devalue these contributions. The fact that SAHM/ SAHP are disregarded for the hard work they do for their family is unfair and inappropriate. However, so is devaluing working parents who work remotely to attempt to have a work-life balance to provide for and support their family.
Speaking from my personal experience when I was first working from home, and my sons were infants and toddlers in my first marriage, the verbalized opinion from family and my ex-partner was that as a remote worker, I should also be able to care for my children, have a spotless home, and dress up like a 1950’s housewife and serve drinks for those working in person. All while keeping my business productivity high and being happy about my extra-earned responsibilities as a mother and primary breadwinner. But that is not sustainable! Even for SAHM/ SAHP, that view is not sustainable. Parenthood comes with ups and downs, and the acceptance that nothing will ever be perfect is a full-time job as well. Remote workers forced into this social view are expected to work three plus jobs at once.
I am truly blessed my current husband has no such expectations of me and instead works with me to help coordinate help in our home so that I can relax, work, study, research, and be a wonderful mom. I am really lucky my children and my husband all support my work and value the importance of my research to help other working parents have the opportunity to keep showing their love for their family through the hard work to provide for them and still being able to be present and at the moment with their families.
As Women’s History Month comes to a close, let us all work together to support both working parents and stay-at-home parents as they show love to their families through hard work and dedication.
Seeing how society views remote working parents and devaluing stay-at-home parents, I am seeking volunteers who are either remote working parents or stay-at-home parents to participate in a survey to look at this devaluation of work. My theory is that once we understand the hard work both sides put into raising a family and talk about it publicly the sooner, we can see the truth of remote work being a great tool for helping with mental health in the workplace by creating a work-life balance and not an excuse to shame people for having children.
If you are interested in participating in this research, please send an email with your name, contact information and a link to one of your social media sites preferably LinkedIn to stephanie.eubank@wickedbofthewestremoteconsulting.com With the subject Remote v SAHP.
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ADHD Motivation Tricks To Help Enhance Inclusivity & Productivity In Remote Work: Body Doubling
By Stephaie Diana Eubank
After working for eleven years in a remote modality (which means I have been remote before; remote was cool), I get a lot of questions from friends, colleagues, faculty members, students, and online followers asking how do I stay productive? These questions grow when people learn of my Dyslexia and ADHD diagnosis. To be fair, it has been a long journey to get a diagnosis of ADHD, like many women in our 30’s, as we do not present the same way as men or boys. (Women and girls must emotionally mask symptoms to fit in as a natural defense mechanism). There are also helpful tools that I have gained from my work within the disabled community, nonprofit sectors, and the college educational sector. One of those tricks to helping to increase my motivation and productivity remotely is body doubling.
Body doubling, in a nutshell, is being able to double where you choose to work with one or more people in the room. This is further explained as a motivation tool (Washington, 2023) and how it helps workers and students function more effectively. For many ADHD people, it is the feeling of accountability as there are others in the room to give that vibe of people counting on you or people watching you.
For me, I do what is called audio processing (Gomez & Condon, 1999); in essence, I talk it out even when there is only me listening. I find it funny when working from home, and my husband hears me talking and goes, “Huh?” thinking I am talking to him. Although he is used to my symptoms and my imaginative responses of, “staff meeting, sorry.” Thinking out loud is a normal part of ADHD and Dyslexic adaptations to address complex information I am working with, especially in data analysis and qualitative results.
However, when working from home and it’s just me and the fur babies, especially post-COVID, I use the same method we use for the fur babies when no humans are home. I turn on the TV or leave an Amazon music station on. I am a wicked B of the West. I own that I need background sounds, so I trick myself into not being alone so that I have a faux body doubling.
Although it is a warning to people wanting to implement this trick for themselves. Please be sure to be in meetings to mute yourself. Sometimes, your musical stylings are not welcome. One of my mentors who recently passed had forgotten to mute himself using this skill and was singing Snoop Dog’s “Gin and Juice” and only realized everyone heard him because they all sang together the song’s hook. I have been caught belting Lin Manuel Miranda’s masterpiece “Hamilton” songs. Or, when singing with my kids while working, we sing Eminem and Dr Dre’s song, “Forgot About Dre,” as it has been a good tool with my son’s speech delay to help with the E sounds they used to get stuck on. The moral of the story if body doubling in whatever method works for you. Be sure your audience is suitable to your plans of audio processing and your ability to carry a tune.
I have had participants in my dissertation research detail getting into joint Microsoft Teams Meetings to help give a remote feeling of being back in the office to help spark more creative problem-solving. When they feel like they need to body double, they all get into a Teams meeting and chat together while they work. I find it a creative method for addressing social isolation that often affects remote workers.
These ADHD tools can be helpful for business leadership managing a remote and hybrid workforce but require more understanding and an evolution in organizational culture that welcomes new ways of thinking, along with a culture of inclusivity. We can’t afford as business leaders to not grow and change, which means tossing to the side old methods that don’t serve us anymore and embracing new ways to enhance the work experience.
If you enjoyed this content, like and subscribe. Also, if you are interested in consulting services, please reach out through my social media. Remember, remote is here to stay.
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Work Cited
Washington, N. (2023, August 24). Body doubling for ADHD: Definition, how it works, and more. Medical News Today. https://www.medicalnewstoday.com/articles/body-doubling-adhd
Gomez, R., & Condon, M. (1999). Central auditory processing ability in children with ADHD with and without learning disabilities. Journal of Learning Disabilities, 32(2), 150–158. https://doi.org/10.1177/002221949903200205
Toxic Leadership is making #workplaceptsd & #workculture strained in-person & in #remotework
It is not a secret that toxic leadership has been linked to workplace PTSD and has been shown to inflame other mental health issues. This is evident when a workplace culture has over-explained employees who feel every decision they make must be presented to the Supreme Court.
These feelings of needing to document to the point of malicious compliance can increase symptoms of workplace PTSD & can have additional emotional health effects. Not to mention how this can affect your organizational culture in the long term. Organizational culture and the workforce sociologically have been studied and found to be like an evolving organism prone to grow and change as the outside world grows and changes. As the culture changes, we forget in a company to train our leadership so that they grow and evolve with the changing culture.
We see this in both remote work and in-person work. Leaders do not work to develop trust with their teams and thus refuse to give autonomy, which is part of what seasoned professionals enjoy about remote work. In my dissertation research, remote leaders who were only remote during COVID either enjoyed and embraced remote work or could not wait for in-person or hybrid to happen as they missed being able to use in-person management skills that, in truth, are displaying serious control issues as the root reason.
Letting go and developing trust with one’s team can transform leadership. This transformation can also have the added benefit of remote work, allowing more room for leadership to develop a work-life balance and lower stress that can inflame mental health concerns for leadership and followership. In the end, it really is about trust and communication.
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Halloween Is A Great Time To Talk About How Companies Are Violating the Warn Act
By: Stephanie Diana Eubank
Many of us know companies pushing Return to Office or #RTO, forcing #remoteworkers to quit and find new remote opportunities. However, this tactic is not yet illegal in the strictest of guidelines. Still, it is a way that major companies are trying to skirt their responsibilities and requirements to follow the WARN Act.
The WARN Act stands for the Worker Adjustment and Retraining Notification Act, which was installed into US Federal Labor Law in 1988. This law requires employers with 100 or more employees to report if they plan a layoff within the next 60 days. You can find out more information at https://www.dol.gov/agencies/eta/layoffs/warn.
So, companies are taking a page out of the 2013 Yahoo CEO’s book to force remote workers back to the office to, in theory, improve communication, creativity, and synergy. However, that theory was wrong, and the data now shows that in-person workers have fewer hours of productivity than their remote counterparts, as detailed by the Bureau of Labor and Statistics (BLS). Also, remote work leaves room for neurodivergent workers like me who are comfortable in remote work to have more space to not emotionally mask and be more creative problem solvers.
With Halloween being the first holiday of the layoff season, we need to be mindful of how companies are using this #RTO method to skirt the law so as not to pay unemployment, not disclose to the WARN Act or investors about the need for layoffs, and change the narrative of the future of work. The law hasn’t caught up to this trend yet, but it could be interesting to see how companies adjust when it does. But this is additionally making it so companies are having a hard time attracting talent because so many want remote work and are not willing to #RTO or do #hybrid.
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Dr. Stephanie Diana Eubank DBA Remote Team Research (AKA Dr. Bear) 