I've noticed an increased expectation since COVID that I/dh am available throughout the day for appts/school activities. Neither one of us works from home (medical careers). I wouldn't call it jealousy. More of a frustration with the assumption that it's a widespread norm. |
Just visit this message board during the workday. |
You have it backwards. WFH get more done because we’re not walking around chatting. Also, who gets paid based on what they spend? No one. You get paid based on your work. You don’t get paid more because you choose to spend more money. The RTO crowd just doesn’t get it |
This! The auto shop didn’t understand why I couldn’t just work from their couches on a Monday or be car-less for several days. Um, because I have to go to work? They work in person, too! |
This is spot on |
+1 woof this is so accurate. |
I've only done my job remote and I've won several awards for the quality and quantity of my work. I get that other people may be slacking - but it seems unfair to me that I should WFH less because of them. |
I understand this, I’m a mid 40s mom who doesn’t have any need for new relationships, but I also think of all of the people who trained or mentored me when I was new in my career and I understand it’s my turn to do that for the next generation. It’s much harder to do that from home. |
Let’s be real here. If you’ve ever been a supervisor you know that dealing with people complaining about unfair treatment between colleagues is tough to manage. Putting the wfh / hybrid management decisions on individual supervisors is a thankless task for them, they will never be able to get it right to everyone’s satisfaction. Higher level consistent rules (not just “guidance”) is needed. Same for any organization, not just the government.
Being a supervisor you have to balance performance with employee satisfaction and retention - including avoiding resentment over perceived or real favoritism. Some on this thread seem to think that’s easy to do. |
+1. Having more competent junior staff who are progressing more quickly also compensates for the increased demands on my time from commuting. I don’t need to see them every day, or at the same time every day, but seeing them on a regular basis has made a difference. I’ve been managing remote staff for many years and until the pandemic they were almost always mid-late career workers who were very well versed in their roles and subject matter. It’s been much more difficult with early career WFH employees. |
I don’t mind people who WORK from home. At all. I work from home once or twice a week. That said, I could rattle off the names and roles of 20 people who do not work from home. They don’t seem to work at all anymore. It’s a problem. It’s a problem because they are unresponsive, their work is either not done or is late, and there seems to be no consequences or action from management to course-correct.
In one case we’re talking an HR staff member whose lack of responsiveness and failure to do her jobs has resulted in our loss of talented people because we couldn’t secure the offer fast enough. It’s extremely frustrating. I don’t care where you work or what hours your keep: DO YOUR JOB. |
As long as she’s completing her work on time, does it matter? |
The same reason many people “cared” about whether you wore a mask, whether you’re vaccinated l, etc — they’re sad, busy bodies who have no lives and only get meaning by virtue signaling and pretending to care what everyone else is doing. |
Playing my little violin for you. I hope someday you find an environment that is more conducive to your attacks on others' personal autonomy. |
How do all of these administrative staff people do their jobs remotely? Seems like BS. |