#leadershipdevelopment – Dr. Stephanie Diana Eubank DBA Remote Team Research (AKA Dr. Bear)

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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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.

If you enjoyed this content, like and subscribe. Also, if you are interested in consulting services, please reach out through my social media. Remember, that remote work is here to stay.

YouTube: https://www.youtube.com/@Wickedbofthewest

Website: wickedbofthewestremoteconsulting.com

Facebook: https://www.facebook.com/WickedBoftheWestBusinessConsulting

Instagram: https://www.instagram.com/wickedbofthewestconsulting/

Twitter: @SDEubank

Blog: drstephaniebeardbaremoteresearch.org

LinkedIn: https://www.linkedin.com/in/stephanie-diana-eubank-dba/