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Pre-pandemic remote policies created an employee class system. It kinda flew under the radar in the Return to Work debate.
Normal day for us. We’d work with a company who had the classic all-onsite policy. (What most companies had.)
**Except for software engineers.**
It was supply and demand. They’re the hardest to find. And have the most job options. Companies realized they needed to make concessions to get the talent they needed.
So they’d greenlight remote work. But just for tech peeps.
Now, I actually loved that. It made tech recruiting easier. But it raised the question: what about everyone else?
From a scarcity standpoint, sure your tech team was ‘more valuable’ than other people in the org. But as human beings? C’mon now.
In retrospect, it was laughable from an equity perspective. Which is why the rush back that a lot of companies are proposing is so ludicrous.
One one hand, your most in-demand skilled employees aren’t coming back (if they don’t want to). Either they’ll go somewhere else, or you’ll fold like a cheap suit and let them work remotely.
Mark it down.
On the other hand, you’ll signal to everyone else (who proved they’re capable of remote work) that you value them less.
A classic lose-lose!
And don’t get me started on how remote was used as a strings-attached “perk.”
Actually...do get me started on that. Jeff Smith and I will cover that in the next:
The 10 Minute Talent Rant, Episode 22, "No One Cares About Your Ping Pong Tables"
TODAY at 11am CT via my LinkedIn Live
Replays available on our new media site https://talentinsights.hirewell.com/
☝️Oh snap that just happened too.
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