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  • Hacker News
  • No longer commuting from Shoreline to downtown Seattle and spending 2+ hours in a car each day certainly helped my sense of well-being.
    by cactacea
  • Remote work is one of the things i would expect every country government to incentivise and promote.

    Countryside, villages, islands would revive, less traffic, pollution, less unnecessary company and personal costs, more happy people and families, more opportunities globally, etc.

    But no, some property owners in the centre are more important than this and we have to live in overcrowded cities. Kudos

    by higeorge13
  • I have been remote working for the past ~5 years or so. I had to RTO briefly for 3-4 weeks, which was about as long as it took me to find a position with a new org. I love the benefits at this stage in my life (young children, etc.) but I'm not sure the networking relationships I developed early on in my career "in the trenches" would be nearly as strong or beneficial as they have been had I started remote. I'm curious to see how that plays out over the long-term for folks that may start remote and attempt to stay that way throughout their entire careers.
    by scrapcode
  • A theory I've proposed that I would love to get scientific evidence for... I would guess that WFH is effectively bimodal. WFH advocates would largely fall into a high performance bucket, and detractors either believe that average employees are low performers and need monitoring or are low performers. This is not social vs anti-social, its wanting to be productive with your time - whether thats the time you spend working, or with family etc.

      - WFH for high performers: fewer distractions because you can control your environment, less time wasted on commute, less time on non-work communication, etc. More flexibility, better control of your time and space. 

  - WFH for poor performers: No oversight so you choose to work less. You control your environment so you can add distractions - Meetings, TV, social media chores, family, leaving to go do stuff. 

  - Office for high performers: Constant series of distractions you can't control - social conversations, meetings, etc... keeping you from doing work. 

  - Office for low performers: Constant series of distractions you can't control letting you avoid work without repercussion. Meetings, Social time with coworkers, etc
    I would love any scientific evidence for or against this theory. If anyone has any studies or natural experiments I would love to know about them
    by jppope
  • There are a thousand factors, but one of the biggest and simplest is getting commute time back. Gaining even one hour a day is life-changing. Imagine gaining two hours.
    by happytoexplain
  • Here is the actual study: https://www.frontiersin.org/journals/psychology/articles/10....

    They didn’t control for occupation, pay, managerial status etc.. An on-site physical job like nurse, facilities, or technician was compared to predominantly remote administrative jobs.

    by dahdum
  • Being able to work remotely is like being sentenced to prison and then finding a get-out-of-jail-free card.

    I always strive to do my best at work and make a good impression. But I have absolutely 0 interest in the product, the mission, the culture, the personal or collective aspirations of owners, shareholders, leaders or "leadership", or who they are as people. I generally like my coworkers and we get along, but that's not worth a 2 hour round trip in the car, or using a public washroom, or eating in a cafeteria, or sitting uncomfortably at a desk all day, or listening to everyone's boring stories.

    The best part though, is no team building nonsense, no company BBQs or pizza days, no casual Fridays, no boss dropping in for a one on one, no psychos trying to get the energy level up with a "LETS GOOOO TEAM!!"

    Just doing a good job for good pay and being treated like an adult. I didn't know working could be like this when I was starting out.

    by albatross79
  • …of a single company

    > Researchers analyzed survey data from 7,704 employees at a large healthcare organization.

    I’ve been remote and worked for remote companies for a long time. In my observation, the well-being is bimodal. The people who adapt well to remote thrive. There are a lot of people who think they’re going to love remote who ultimately flame out from the loneliness, isolation, lack of visual boundaries between work and home life, and lack of externally enforced routine.

    It’s really sad when the latter happens because it’s almost always someone who was hired for their great work and abilities. Then over time they get drained and you can see that the remote work wasn’t what they expected.

    It’s basically impossible to predict who will fall into each category at the interview stage, or at least I can’t do it. Prior remote work success (not just experience) is the best indicator but it’s hard to evaluate, too. Some of the most difficult remote hires I’ve worked with had past remote work experience, but it’s only after being hired that you learn they struggled at those companies too.

    by Aurornis

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