By Dr. Stephanie Diana Eubank, DBA

A few years ago, I was on a Zoom meeting with management when my two young sons, who were toddlers at the time, came running through the background playing with their light-up toy lightsabers. They were fully committed to their Star Wars adventure, complete with the authentic sound effects.

One of the managers looked at the screen and said, “You’re raising some nerds there. Isn’t that weird they like Star Wars?”

Without missing a beat, I replied, “Nope. Here in California, we grow our nerds fresh, free-range, all organic, high-quality nerds ready to take over the world.”

That moment has stayed with me because it perfectly captured the value of remote work and the ability to be present for both family and career.

The Gift of Being Present

As a working mother, I can honestly say I would not be half the mother I am today without remote work. Remote and hybrid work arrangements gave me the opportunity to build a meaningful career while also being present for my children. Remote work did not make parenting easy, but it gave me flexibility and allowed me to participate in the moments that matter most.

Gratitude for Leaders Who Saw the Future

Two women in the financial industry who have been mentors to me for more than a decade were the individuals who first gave me opportunities to work remotely. They trusted me, evaluated me on results, and understood that leadership is about outcomes rather than physical presence. I remain incredibly grateful for their mentorship and support.

Why Are Companies Still Fighting Remote Work?

Today, many organizations continue pushing return-to-office mandates. While there are legitimate business considerations, many of these decisions stem from a different issue: leaders were never trained to lead remote and hybrid teams.

Managing distributed teams requires different communication strategies, trust-building approaches, performance management methods, and leadership competencies. The challenge is not remote work. The challenge is that many organizations are using leadership models designed for a different era.

The Future of Work Requires New Leadership

Organizations that want to attract and retain talented employees, especially working parents, must embrace flexibility and modern leadership development. The future of work requires leaders who can effectively engage, develop, and support employees regardless of location.

Helping Organizations Prepare for the Future

Through Wicked B of the West Business Consulting, I help organizations prepare their leaders and workforce for the realities of the future of work. Training and consulting services include remote leadership development, hybrid team management, workforce development, employee engagement, change management, neurodiversity inclusion, and organizational design.

Organizations interested in leadership development and future-of-work training can contact me at stephaniedeubank@gmail.com.

Book Spotlight

I also explore these topics in my book, Remote Work Is Here to Stay: Rethinking Operations Management in the Modern Work Era, available on Amazon. The book includes an entire chapter dedicated to remote and hybrid leadership theory, practical leadership frameworks, communication strategies, and best practices for managing distributed teams.

Final Thoughts

My boys are older now, but I still stand by what I said years ago. We grow our nerds fresh, free-range, and organic. More importantly, remote work gave me the opportunity to watch them grow. Flexibility is not simply an employee benefit. For many families, it is the difference between making a living and being present for life’s most meaningful moments.

References (APA 7)
Gallup. A Strategic Guide for Managing Hybrid and Remote Teams.
Pew Research Center. Does Working From Home Make Work-Family Balance Easier? (2026).
Rencelj, M. (2024). How Does Remote Work Affect the Work-Life Balance and Well-Being of Mothers?
Wolter, S., & Kroll, C. (2025). Life and Work-Life Balance Satisfaction Among Parents Working From Home.

Book Information 
 Remote Work Is Here to Stay: Rethinking Operations Management in the Modern Work Era 
 Available on Amazon: https://www.amazon.com/dp/B0H5BPJCHJ 

If you enjoy this content like and subscribe.  Additionally, if you are interested in consulting services, please feel free to reach out to me through my social media channels.  Remember remote 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/  

Blog: drstephaniebeardbaremoteresearch.org  

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

TikTok: https://www.tiktok.com/@ DrStephanieDEubank  

New Website: wickedbofthewestconsulting.com  

Email: stephaniedeubank@gmail.com  

TikTok: @ DrStephanieDEubank

New Website: wickedbofthewestconsulting.com 

Also, be sure to check out my first textbook on Operations Management. The book is titled “Remote Work Is Here to Stay: Rethinking Operations Management in the Modern Work Era.” You can purchase the textbook on Amazon at the link below.  

By: Dr. Stephanie Diana Eubank DBA 

A few weeks ago, I received a text from one of my sisters who works in Human Resources. Completely out of the blue, she asked, ‘Do you think there will be human unions soon?’ My immediate response was another question: Do you mean unions for robots and AI systems doing labor and demanding representation? Or do you mean unions formed by people who are being replaced by AI? The truth is that both are fair questions. The fact that either interpretation seems plausible tells us a lot about where work is heading. 

For years, conversations about technology and labor have often been framed as a battle. Technology versus workers. Automation versus jobs. AI versus humans. But history suggests that the relationship is much more complicated. The current rise in union activity and the rapid adoption of artificial intelligence are symptoms of the same broader issue: workers and employers are renegotiating what value looks like in a changing economy. 

Recent labor data show that interest in unionization remains strong. The National Labor Relations Board reported receiving 3,286 union election petitions during fiscal year 2024, a 27% increase over the previous year and more than double the number filed in 2021. Public support for unions has also remained historically high, with Gallup reporting approximately 70% approval of labor unions, levels not consistently seen since the 1960s. 

Many people are surprised when they learn that modern Human Resources departments did not emerge solely from a desire to support employees. The history is more nuanced. Early personnel management functions developed alongside growing labor movements, labor regulation, and collective bargaining requirements during the twentieth century. As unions gained influence, companies increasingly needed specialists to manage labor relations, employee policies, and workplace disputes. In some organizations, personnel departments were used to improve worker relations and reduce labor conflict. In others, they were explicitly designed to discourage union organizing and maintain management control. 

That history does not make HR inherently bad, just as the existence of unions does not make management inherently bad. Both evolved as responses to workplace realities. HR can advocate for healthy workplaces, employee development, and fair employment practices. Unions can provide employees with collective bargaining power and a structured voice. Problems arise when either side views the other as the enemy instead of a stakeholder. 

The same principle applies to artificial intelligence. AI is not inherently good or bad. It is a tool. Like every major technological innovation before it, AI can be used to enhance human capability or to eliminate roles without adequately considering the human impact. The tool itself is neutral. The decisions surrounding its implementation are not. 

What fascinates me about my sister’s question is that it points toward a future where workers may increasingly organize around technology-related concerns. Employees are already asking questions about surveillance, automated performance management, algorithmic decision-making, job displacement, retraining opportunities, and revenue generated through AI-enabled productivity gains. Those concerns are not anti-technology. They are negotiations about value. 

Perhaps the more important lesson is that unions and AI are both feedback mechanisms. Rising union activity signals that workers want a stronger voice. Rapid AI adoption signals that organizations want greater efficiency and competitive advantage. Neither signal should be ignored. Instead, they should inform a larger conversation about how work is designed and how value is shared. 

Companies may be rediscovering a lesson that many business leaders learn repeatedly throughout history: people remain their greatest asset. Software can automate tasks. Algorithms can process information at staggering speed. Machines can scale production. Yet creativity, judgment, empathy, trust, collaboration, and relationship building remain deeply human strengths. Organizations that forget this often discover that efficiency alone does not create sustainable success. 

Likewise, employees may need to sharpen skills that are often overlooked: communication, negotiation, adaptability, and the ability to clearly articulate value. Whether discussing compensation, workplace flexibility, AI implementation, accommodations, professional development, or job design, the ability to communicate contribution and negotiate mutually beneficial outcomes will become increasingly important. 

Maybe the future is not about unions versus AI. Maybe it is about building workplaces where both labor and technology are represented in thoughtful decision-making. If AI is changing the nature of work, then workers deserve a seat at the table. If organizations are investing billions in technology, they should invest just as intentionally in the humans who make those technologies useful. 

So when my sister asked, ‘Do you think there will be human unions soon?’ I realized the better question might be this: What does meaningful representation look like in an age of artificial intelligence? However we answer that question, one thing seems clear. The future of work will belong to organizations and workers who learn how to communicate, negotiate, and create value together. 

References 

Gallup. (2024). Labor union approval at 70% (reported in 2024 Gallup polling). https://news.gallup.com/poll/12751/labor-unions.aspx 

National Labor Relations Board. (2024). Election reports and representation case activity. https://www.nlrb.gov/reports/agency-performance-report/election-reports/election-reports-fy-2024 

Society for Human Resource Management. (2023). How we got here: The 75-year evolution of SHRM and HR. https://www.shrm.org/topics-tools/news/hr-magazine/how-got-75-year-evolution-shrm-hr 

Book Information  
Remote Work Is Here to Stay: Rethinking Operations Management in the Modern Work Era  
Available on Amazon: https://www.amazon.com/dp/B0H5BPJCHJ  

If you enjoy this content like and subscribe.  Additionally, if you are interested in consulting services, please feel free to reach out to me through my social media channels.  Remember remote 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/   

Blog: drstephaniebeardbaremoteresearch.org   

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

TikTok: https://www.tiktok.com/@stephanie.eubank6   

New Website: wickedbofthewestconsulting.com   

Email: Drstephaniedeubank@wickedbofthewestconsulting.com or stephaniedeubank@gmail.com   

TikTok: @stephaniedianaeubank   

New Website: wickedbofthewestconsulting.com  

Also, be sure to check out my first textbook on Operations Management. The book is titled “Remote Work Is Here to Stay: Rethinking Operations Management in the Modern Work Era.” You can purchase the textbook on Amazon at the link below.   

By: Dr. Stephanie Diana Eubank DBA 

I am excited to announce that I will be presenting at the Multidisciplinary Conference on Business, Economics, Strategy, and Technology (BEST Conference 2026), taking place online October 20–22, 2026. The conference brings together researchers, educators, industry leaders, and professionals to discuss emerging issues in business, strategy, technology, and the future of work. 
 
Registration and conference tickets are still available for those interested in attending this international virtual event. 
 
My presentation will focus on one of the central topics of my post-doctoral research: the Apollo Effect and its implications for team design, leadership, communication, and productivity. 

 
The Apollo Effect originated from the work of Meredith Belbin and challenges the common assumption that assembling the most talented individuals automatically creates the highest-performing team. Research found that groups composed entirely of highly intelligent experts often struggled with collaboration, decision-making, communication, and execution. Rather than producing exceptional outcomes, these dream teams frequently underperformed because members competed for influence, challenged one another excessively, and neglected routine but essential work. 
 
This concept has become increasingly relevant within remote, hybrid, and technology-enabled workplaces. Organizations frequently concentrate on hiring top talent while overlooking the importance of complementary skills, collaboration structures, psychological safety, and intentional team design. 
 
My post-doctoral research examines how the Apollo Effect may influence leadership and followership experiences in modern organizations. Specifically, I am exploring how communication practices, role clarity, team composition, and organizational design affect productivity and employee engagement across workplace modalities. 
 
The discussion builds upon findings from my doctoral dissertation, The Double-Edged Sword: A Study in Remote Work from the Perspectives of Leadership and Followership on the Topics of Communication, Team Design, and Productivity. Through this continuing research, I hope to contribute new insights regarding how organizations can create balanced, high-performing teams without falling into the trap of assuming that expertise alone guarantees success. 
 
If you are interested in leadership, organizational behavior, team development, remote work, innovation, or strategic management, I encourage you to attend BEST Conference 2026. The event offers a valuable opportunity to learn from scholars and practitioners addressing some of the most important challenges facing organizations today. 
 
I look forward to sharing my research and engaging in discussion with colleagues from around the world. 
 

References 

Belbin, R. M. (2010). Management teams: Why they succeed or fail. Butterworth-Heinemann. 

Eubank, S. D. (2025). The Double-Edged Sword: A Study in Remote Work from the Perspectives of Leadership and Followership on the Topics of Communication, Team Design, and Productivity. Concordia University Chicago. 

BEST Conference. (2026). Multidisciplinary Conference on Business, Economics, Strategy, and Technology (BEST Conference 2026), October 20–22, 2026. 

Book Information  
Remote Work Is Here to Stay: Rethinking Operations Management in the Modern Work Era  
Available on Amazon: https://www.amazon.com/dp/B0H5BPJCHJ  

If you enjoy this content like and subscribe.  Additionally, if you are interested in consulting services, please feel free to reach out to me through my social media channels.  Remember remote 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/   

Blog: drstephaniebeardbaremoteresearch.org   

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

TikTok: https://www.tiktok.com/@stephanie.eubank6   

New Website: wickedbofthewestconsulting.com   

Email: Drstephaniedeubank@wickedbofthewestconsulting.com or stephaniedeubank@gmail.com   

TikTok: @stephaniedianaeubank   

New Website: wickedbofthewestconsulting.com  

Also, be sure to check out my first textbook on Operations Management. The book is titled “Remote Work Is Here to Stay: Rethinking Operations Management in the Modern Work Era.” You can purchase the textbook on Amazon at the link below.   

By Dr. Stephanie Diana Eubank 

When I wrote Remote Work Is Here to Stay: Rethinking Operations Management in the Modern Work Era, one of the topics I explored was how emerging technologies would reshape business operations. Today, artificial intelligence is becoming one of the most significant forces affecting organizations. 
 
Many companies initially approached AI as a workforce replacement strategy. However, recent evidence suggests that AI is most effective when it augments employees rather than replaces them. Several organizations that reduced staffing in favor of AI later discovered that the technology struggled with judgment, customer relationships, complex problem-solving, and decision-making. 

 
The real challenge is not replacing people with AI. The challenge is helping employees learn how to use AI effectively, ethically, and securely. 
 
Organizations face several risks when adopting AI, including data leakage, intellectual property exposure, inaccurate outputs, regulatory compliance issues, and overreliance on automation. Employees frequently receive access to AI tools without sufficient governance, training, or security guidance. 
 
To reduce risk, organizations should establish formal AI policies, provide ongoing AI literacy training, protect sensitive information, maintain human oversight for critical decisions, and focus on augmentation instead of replacement. 
 
AI can improve productivity, accelerate research, automate repetitive tasks, and support decision-making. However, the most successful organizations will be those that combine human expertise with artificial intelligence rather than viewing the technology as a replacement for people. 
 
This theme is discussed throughout my book, Remote Work Is Here to Stay: Rethinking Operations Management in the Modern Work Era. The future belongs to organizations that successfully integrate people, processes, and technology into cohesive operational systems. 
 
Available on Amazon: https://a.co/d/0iVtORjO 
 

APA 7 References 

Autio, C., et al. (2024). Artificial Intelligence Risk Management Framework: Generative Artificial Intelligence Profile. NIST. 

Gallup. (2023). 72% of top CHROs see AI replacing jobs and workers are not ready. 

MIT Sloan School of Management. (2025). AI is more likely to complement, not replace, human workers. 

NIST. AI Risk Management Framework. 

Stanford Human-Centered AI. (2025). What workers really want from artificial intelligence. 

CNBC. (2026). Employers who laid off workers citing AI are already starting to regret it. 

Book Information  
Remote Work Is Here to Stay: Rethinking Operations Management in the Modern Work Era  
Available on Amazon: https://www.amazon.com/dp/B0H5BPJCHJ  

If you enjoy this content like and subscribe.  Additionally, if you are interested in consulting services, please feel free to reach out to me through my social media channels.  Remember remote 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/   

Blog: drstephaniebeardbaremoteresearch.org   

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

TikTok: https://www.tiktok.com/@stephanie.eubank6   

New Website: wickedbofthewestconsulting.com   

Email: Drstephaniedeubank@wickedbofthewestconsulting.com or stephaniedeubank@gmail.com   

TikTok: @stephaniedianaeubank   

New Website: wickedbofthewestconsulting.com  

Also, be sure to check out my first textbook on Operations Management. The book is titled “Remote Work Is Here to Stay: Rethinking Operations Management in the Modern Work Era.” You can purchase the textbook on Amazon at the link below.   

By: Stephanie Diana Eubank DBA 

For decades, Performance Improvement Plans (PIPs) were intended to help struggling employees improve performance and succeed in their roles. Increasingly, however, many employees, including long-term high performers, report finding themselves unexpectedly placed on PIPs despite previously positive performance reviews. 
 
Organizations facing economic uncertainty, shareholder pressure, restructuring, and return-to-office mandates may seek ways to reduce labor costs without formal layoffs. This practice is often referred to as quiet cutting or quiet firing. 
 
Research suggests that approximately 15% to 20% of employees placed on a PIP remain in their roles long-term, meaning most eventually leave through resignation or termination. Other workforce surveys have found survival rates closer to 41%, but even these findings suggest substantial risk once an employee is placed on a PIP. 
 

Employees frequently report experiencing unclear expectations, shifting responsibilities, inconsistent feedback, and moving goalposts. In many cases, workers describe receiving positive feedback for months before suddenly being told they are not meeting evolving expectations. 
 
The rise of quiet cutting has raised concerns among employees and workplace researchers. Some organizations have been accused of using reassignment, increased performance pressure, return-to-office requirements, and aggressive performance management as alternatives to layoffs. 
 
Research indicates that nearly 24% of surveyed employers acknowledged practicing some form of quiet cutting. Studies also found that approximately 40% of employees subjected to these practices eventually leave their organizations, while many others actively seek new opportunities. 
 
A key issue underlying many PIP experiences is a lack of transparency. Employees often report limited communication regarding changing job responsibilities, altered performance metrics, and shifting organizational priorities. When performance standards are unclear, employee trust can deteriorate quickly. 
 
Performance Improvement Plans can provide value when used as developmental tools. However, when organizations use them as a workforce reduction strategy without openly communicating business realities, they risk damaging morale, retention, engagement, and organizational culture. 
 
The future of effective leadership depends on transparency, trust, clear expectations, and honest conversations. Employees perform best when they understand how success is measured and when organizations communicate organizational challenges openly. 
 

APA 7 References 

Forbes. (2023). The quiet cutting trend is a controversial leadership strategy, new study shows. 

HT Group. (2024). Can you survive a performance improvement plan (PIP) at work? 

Innovative Human Capital. (2024). Quiet cutting is just as bad as loud layoffs. 

WorkLife. (2024). Are you being quietly cut with a performance improvement plan? 

The Economic Times. (2026). Employee moved from a 30-day PIP to just 6 days after a three-week vacation. 

Book Information  
Remote Work Is Here to Stay: Rethinking Operations Management in the Modern Work Era  
Available on Amazon: https://www.amazon.com/dp/B0H5BPJCHJ  

If you enjoy this content like and subscribe.  Additionally, if you are interested in consulting services, please feel free to reach out to me through my social media channels.  Remember remote 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/   

Blog: drstephaniebeardbaremoteresearch.org   

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

TikTok: https://www.tiktok.com/@stephanie.eubank6   

New Website: wickedbofthewestconsulting.com   

Email: Drstephaniedeubank@wickedbofthewestconsulting.com or stephaniedeubank@gmail.com   

TikTok: @stephaniedianaeubank   

New Website: wickedbofthewestconsulting.com  

Also, be sure to check out my first textbook on Operations Management. The book is titled “Remote Work Is Here to Stay: Rethinking Operations Management in the Modern Work Era.” You can purchase the textbook on Amazon at the link below.   

By: Dr. Stephanie Diana Eubank DBA 

On July 31, 2026, I had the privilege of presenting my published doctoral dissertation, The Double-Edged Sword: A Study in Remote Work from the Perspectives of Leadership and Followership on the Topics of Communication, Team Design, and Productivity, at the Academy of Business Research Summer 2026 Conference. 

 
The presentation provided an opportunity to share findings from my doctoral research examining remote work through both leadership and followership perspectives. The study was developed to address significant gaps in the literature, including limited recent academic research and the lack of followership-focused perspectives in remote work studies. 
 
During the presentation, I discussed three primary research questions examining team design, communication, and productivity in remote work environments. Findings revealed that communication remains one of the most important drivers of productivity in remote teams. Participants consistently reported that communication quality mattered more than communication quantity, with platforms such as Microsoft Teams and Zoom serving as critical collaboration tools. 
 
Another key finding involved team design. While leaders frequently cited the importance of subject matter expertise, many participants indicated that team design was rarely intentional in remote environments. This led to discussion of Dream Team Theory and the Apollo Effect, which suggests that teams composed entirely of high-performing experts may experience communication and collaboration challenges if complementary skills and team dynamics are not considered. 
 
Perhaps the most significant finding was the clear perception gap between leadership and followership. Participants reported differing viewpoints regarding communication effectiveness, productivity evaluation, career advancement opportunities, and organizational transparency. These differences highlight the need for organizations to better align leadership practices with employee experiences. 
 
One of the strongest themes to emerge from the research was the preference for workplace flexibility. Regardless of whether participants strongly preferred remote work, both leaders and followers frequently expressed that they would not want to give up the benefits associated with remote and hybrid work arrangements. Flexibility, work-life integration, caregiving support, and autonomy were repeatedly identified as valuable aspects of the modern workplace. 
 
The presentation concluded with practical recommendations for organizations, including improving transparency around productivity measurement, developing remote leadership competencies, adopting intentional team-design practices, and maintaining flexibility as a workforce strategy. 
 
I am attaching both the conference PowerPoint presentation and the PDF version of my published dissertation to this post for anyone interested in exploring the research in greater detail. 
 
Presenting at the Academy of Business Research Conference was an honor and an opportunity to contribute to ongoing discussions regarding the future of work. The conversations that followed reinforced an important conclusion from the research: remote work is here to stay, and organizations that understand both leadership and followership perspectives will be best positioned to succeed. 
 

References 

Academy of Business Research. (2026). Summer 2026 Conference Program. 

Eubank, S. D. (2025). The Double-Edged Sword: A Study in Remote Work from the Perspectives of Leadership and Followership on the Topics of Communication, Team Design, and Productivity (Doctoral dissertation, Concordia University Chicago). 

Book Information  
Remote Work Is Here to Stay: Rethinking Operations Management in the Modern Work Era  
Available on Amazon: https://www.amazon.com/dp/B0H5BPJCHJ  

If you enjoy this content like and subscribe.  Additionally, if you are interested in consulting services, please feel free to reach out to me through my social media channels.  Remember remote 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/   

Blog: drstephaniebeardbaremoteresearch.org   

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

TikTok: https://www.tiktok.com/@stephanie.eubank6   

New Website: wickedbofthewestconsulting.com   

Email: Drstephaniedeubank@wickedbofthewestconsulting.com or stephaniedeubank@gmail.com   

TikTok: @stephaniedianaeubank   

New Website: wickedbofthewestconsulting.com  

Also, be sure to check out my first textbook on Operations Management. The book is titled “Remote Work Is Here to Stay: Rethinking Operations Management in the Modern Work Era.” You can purchase the textbook on Amazon at the link below.   

By: Dr. Stephanie Diana Eubank DBA

For the past several years, organizations across industries have been captivated by promises that artificial intelligence would dramatically reduce labor costs and replace large portions of the workforce. Executives announced layoffs, hiring freezes, and workforce restructurings built on the expectation that AI systems could perform work once handled by experienced employees. However, the reality emerging in 2026 is far more complex. A growing number of organizations are quietly reversing those decisions, rehiring employees, and acknowledging that human expertise remains indispensable.

Recent reporting by Bruce Crumley (2026) highlights a significant shift in executive thinking. According to Forrester research cited in the article, 55% of business leaders regret technology driven layoffs, and analysts predict that many AI related workforce reductions will ultimately be reversed. Companies such as Ford and IBM have begun restoring positions after discovering that AI systems often require extensive human oversight, subject matter expertise, and institutional knowledge to deliver acceptable business outcomes.

The challenges encountered by organizations attempting to replace workers with AI reveal a critical misunderstanding about the purpose of technology in business. AI can accelerate processes, automate routine tasks, and enhance productivity. However, technology is most effective when it augments human talent rather than replaces it. Ford’s experience demonstrates this reality. After relying heavily on AI driven processes, the company recognized the value of experienced engineers whose knowledge had been undervalued. Rehiring and expanding technical teams became necessary to improve product quality and performance.

IBM reached a similar conclusion. Leaders recognized that eliminating too many entry level positions created a long term talent pipeline problem. Businesses require new professionals who can learn, develop expertise, and become future leaders. When organizations remove the human development pathway, they jeopardize their own sustainability. AI may perform specific tasks today, but it cannot replace the leadership development, mentorship, judgment, creativity, and organizational culture that people create over time.

Harvard Business Review further argues that many workforce reductions were driven not by proven AI performance but by expectations about future AI capabilities. This distinction is important. Many companies made decisions based on projected efficiencies rather than demonstrated results. As implementation challenges emerged, leaders discovered that predictions about AI replacing workers often exceeded reality. Human beings continued to provide value in decision making, customer service, quality assurance, innovation, relationship building, and organizational learning.

The reversal currently occurring across multiple industries offers an important lesson for business leaders. For decades, successful companies invested heavily in people through training, mentorship, career development, and organizational culture. These traditional business practices were not outdated. They represented recognition that employees are the most valuable asset any company possesses. Financial capital, equipment, and technology all contribute to success, but people transform those resources into meaningful outcomes.

Organizations that embrace a people first philosophy are often more resilient during periods of disruption. Employees provide context, ethical judgment, empathy, adaptability, and creativity. They understand customers, identify emerging opportunities, and solve problems that technology alone cannot address. While AI can support these activities, it cannot fully replicate the human qualities that drive long term organizational success.

The emerging hiring reversals should not be viewed as evidence that AI has failed. Rather, they demonstrate that technology works best when paired with skilled, engaged employees. The future of business is unlikely to be a choice between people and artificial intelligence. Instead, it will belong to organizations that effectively combine human expertise with technological capability.

As businesses rethink their workforce strategies, many are rediscovering an enduring truth: people are not merely a cost center to be minimized. They are the source of innovation, culture, trust, and competitive advantage. The current AI backpedal serves as a reminder that sustainable business success begins and ends with valuing human beings. Companies that return to this tradition will be better positioned to thrive in an increasingly technological world.

References

Crumley, B. (2026, July 28). 55 percent of leaders regret AI layoffs and a major hiring reversal has begun. Inc. https://www.inc.com/bruce-crumley/55-percent-of-leaders-regret-ai-layoffs-and-a-major-hiring-reversal-has-begun/91380901

Harvard Business Review. (2026). Companies are laying off workers because of AI’s potential, not its performance. https://hbr.org/2026/01/companies-are-laying-off-workers-because-of-ais-potential-not-its-performance

CNBC. (2026, July 1). Employers who laid off workers for AI are reversing their decisions. https://www.cnbc.com/2026/07/01/employers-who-laid-off-workers-for-ai-are-reversing-their-decisions.html

Google Share article provided by user. (2026). Retrieved from https://share.google/vrUrLnFnBA3F8HdtK

 
Book Information 
Remote Work Is Here to Stay: Rethinking Operations Management in the Modern Work Era 
Available on Amazon: https://www.amazon.com/dp/B0H5BPJCHJ 

If you enjoy this content like and subscribe.  Additionally, if you are interested in consulting services, please feel free to reach out to me through my social media channels.  Remember remote 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/  

Blog: drstephaniebeardbaremoteresearch.org  

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

TikTok: https://www.tiktok.com/@stephanie.eubank6  

New Website: wickedbofthewestconsulting.com  

Email: Drstephaniedeubank@wickedbofthewestconsulting.com or stephaniedeubank@gmail.com  

TikTok: @stephaniedianaeubank  

New Website: wickedbofthewestconsulting.com 

Also, be sure to check out my first textbook on Operations Management. The book is titled “Remote Work Is Here to Stay: Rethinking Operations Management in the Modern Work Era.” You can purchase the textbook on Amazon at the link below.  

By: Dr. Stephanie Diana Eubank DBA

For years, I have argued that Microsoft Teams was designed as a collaboration and communication platform, not as a surveillance tool. Yet organizations continue trying to transform communication software into a form of digital bossware. The latest example is Microsoft Places Workplace Check-In, a feature that can automatically update work location information through Teams when employees connect to approved office networks or peripherals. 

To be fair, Microsoft specifically states that Workplace Check-In is not a tracking tool and is intended to facilitate collaboration rather than compliance or employee oversight. The feature was developed to help coworkers understand where colleagues are working and to simplify location updates. Nevertheless, some organizations may view the feature as an opportunity to monitor attendance and employee presence rather than improve collaboration. 

The problem with using Teams as a bossware is that it was never designed for accurate productivity measurement. Teams’ presence indicators frequently fail to reflect actual work activity. For example, employees using Teams primarily on mobile devices may appear as away or unavailable to coworkers using desktop clients, even when they are actively working. Presence indicators are communication signals, not productivity metrics. 

Another issue is the behavioral response created by excessive monitoring. Employees who believe management is watching their status indicators may spend valuable time returning to the Teams application simply to keep the presence icon green. Instead of focusing on meaningful work, problem-solving, customer service, or innovation, workers can become distracted by maintaining the appearance of activity. Productivity becomes performative rather than outcome-based. 

Organizations should also remember that employee monitoring technologies have resulted in legal disputes. Several employers have faced challenges over surveillance practices, privacy concerns, and disciplinary actions based on questionable monitoring data. When software designed for communication becomes evidence in employment decisions, organizations can expose themselves to significant legal and reputational risk. 

The existence of an entire market of mouse jigglers and similar devices demonstrates another weakness in digital surveillance strategies. These inexpensive products are widely available through online retailers and are specifically marketed to prevent systems from showing idle status. When workers can easily manipulate monitoring signals, organizations gain little meaningful insight while potentially damaging trust and morale. 

As discussed in my book, Remote Work Is Here to Stay: Rethinking Operations Management in the Modern Work Era, organizations achieve better outcomes when they focus on both qualitative and quantitative productivity measures. Quantitative metrics can include deadlines met, projects completed, customer response times, or operational results. Qualitative measures can evaluate innovation, teamwork, customer satisfaction, leadership, communication effectiveness, and overall value creation. 

Leaders must ask an important question: Are we measuring activity or accomplishment? A green Teams status icon does not tell us whether an employee solved a difficult problem, retained a customer, developed a new process, or improved organizational performance. Meaningful productivity measurement requires context, judgment, and an understanding of outcomes. 

Microsoft Teams remains one of the most powerful communication and collaboration platforms available. Its value comes from helping people connect, share information, and work together. Using it as a low-cost substitute for effective management undermines its intended purpose. Rather than turning collaboration software into bossware, organizations should invest in clear expectations, strong leadership, trust, and balanced productivity measurement systems that recognize both quality and quantity of work. 

References 

Microsoft. (2026). Configure workplace check-in. Microsoft Learn. https://learn.microsoft.com/en-us/microsoft-365/places/configure-auto-detect-work-location 

Eubank, S. (2025). Remote Work Is Here to Stay: Rethinking Operations Management in the Modern Work Era. Amazon KDP. https://www.amazon.com/dp/B0H5BPJCHJ 

As I prepare for the Academy of Business Research Fall Conference, I look forward to sharing my findings, learning from fellow scholars, and continuing important conversations about the future of leadership, followership, communication, and productivity in remote work environments. I hope to see many of you at the conference, and I invite you to check out my new book on Amazon as we continue exploring the future of work together. 

Conference Information 
Academy of Business Research Fall Conference Online 
July 30–31, 2026 
Registration: https://www.aobronline.com/ 

 
Book Information 
Remote Work Is Here to Stay: Rethinking Operations Management in the Modern Work Era 
Available on Amazon: https://www.amazon.com/dp/B0H5BPJCHJ 

If you enjoy this content like and subscribe.  Additionally, if you are interested in consulting services, please feel free to reach out to me through my social media channels.  Remember remote 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/  

Blog: drstephaniebeardbaremoteresearch.org  

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

TikTok: https://www.tiktok.com/@stephanie.eubank6  

New Website: wickedbofthewestconsulting.com  

Email: Drstephaniedeubank@wickedbofthewestconsulting.com or stephaniedeubank@gmail.com  

TikTok: @stephaniedianaeubank  

New Website: wickedbofthewestconsulting.com 

Also, be sure to check out my first textbook on Operations Management. The book is titled “Remote Work Is Here to Stay: Rethinking Operations Management in the Modern Work Era.” You can purchase the textbook on Amazon at the link below.  

By: Dr. Stephanie Diana Eubank DBA

I am thrilled to share an exciting professional milestone in my academic journey. My postdoctoral research on the Apollo Effect has successfully completed peer review and has been selected for presentation and publication at the Multidisciplinary Conference on Business, Economics, Strategy, and Technology (BEST Virtual 2026), scheduled for October 2026. 
 
Having research selected through a peer-review process is both validating and humbling. It represents recognition from fellow scholars who believe this work contributes meaningful insight to ongoing conversations surrounding business, organizational behavior, leadership, innovation, and the evolving workplace. The opportunity to present and publish at BEST Virtual 2026 provides an international platform to discuss the implications of the Apollo Effect and engage with researchers and practitioners from multiple disciplines. 
 
This achievement is especially meaningful because it follows another significant accomplishment. On July 30, 2026, I will be presenting my dissertation research at the Academy of Business Research Online Conference 2026. Presenting at ABR allows me to continue sharing findings that challenge traditional assumptions about operations management, workplace structures, and organizational effectiveness. 
 
Adding to this exciting season of professional growth is the publication of my book, Remote Work Is Here to Stay: Rethinking Operations Management in the Modern Work Era. The book explores how remote and hybrid work arrangements continue to reshape organizations, leadership practices, employee experiences, and operational strategies. Together, the dissertation, the Apollo Effect research, and the book represent a consistent commitment to exploring how modern organizations can adapt, innovate, and thrive in changing environments. 
 
The selection of the Apollo Effect research underscores the importance of interdisciplinary scholarship. As organizations face increasingly complex challenges, solutions often emerge at the intersection of business, technology, strategy, leadership, and human behavior. I am honored to contribute to these conversations and look forward to exchanging ideas with fellow researchers and practitioners during the conference. 
 
For those interested in participating in BEST Virtual 2026, additional information is available at https://www.bestconference.net/. 
 
For information about the Academy of Business Research Online Conference 2026, visit https://www.aobronline.com/ or contact info@academyofbusinessresearch.com. 
 
My book, Remote Work Is Here to Stay: Rethinking Operations Management in the Modern Work Era, is available through Amazon at https://www.amazon.com/dp/B0H5BPJCHJ. 
 
Thank you to everyone who has supported this journey. These opportunities reinforce the value of curiosity, persistence, and the pursuit of research that creates meaningful impact within organizations and communities. 

If you enjoy this content like and subscribe.  Additionally, if you are interested in consulting services, please feel free to reach out to me through my social media channels.  Remember remote 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/  

Blog: drstephaniebeardbaremoteresearch.org  

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

TikTok: https://www.tiktok.com/@stephanie.eubank6  

New Website: wickedbofthewestconsulting.com  

Email: Drstephaniedeubank@wickedbofthewestconsulting.com or stephaniedeubank@gmail.com  

TikTok: @stephaniedianaeubank  

New Website: wickedbofthewestconsulting.com 

Also, be sure to check out my first textbook on Operations Management. The book is titled “Remote Work Is Here to Stay: Rethinking Operations Management in the Modern Work Era.” You can purchase the textbook on Amazon at the link below.