HBR, you know those chumps 😉

Love seeing a reputable source such as the Harvard Business Review share these conclusions. I work in a certain field and with a certain skill set that is prime to work remotely. I’ve had a job since I was 12 years old - I deserve to determine my daily routine.

Breaking Free from a “9 to 5” Culture by Rebecca Zucker via Harvard Business Review

Tsedal Neeley, a Harvard Business School professor and author of the book Remote Work Revolution, told me, “Companies have to profoundly rethink what it means to be part of a modern work structure. This idea of 9-to-5 or face-time culture is actually not helpful for a digitally advanced economy.” She highlighted that underlying face-time culture is the need to monitor or see people in order to feel like work is advancing. However, this assumption that being productive requires seeing people do the work is not only limiting, but also fallacious, as technology and automation are increasingly used to get work done and are inherently not as observable. Asynchronous work, she says, is “a completely new mindset in line with a digital economy.” (Incidentally, Professor Neeley and I could not find a time to connect live to discuss this article, so we communicated asynchronously).

Likewise, Jay D’Aprile, Executive Vice President at Slayton Search Partners, an executive search firm, said of asynchronous work, “It’s just the way it’s going to be in the future, and I think that companies that don’t accept that are going to be disadvantaged in the war for talent because employees have choices and are looking for that. The war for talent is over, and the talent’s won.” D’Aprile and his team also work asynchronously. He said, “I trust my people. They don’t have to tell me when they come and go. I trust them to get the work don…If I need them, I can always text them. They set their own schedules. I start at 5am, but I don’t expect them to.”

LOL, of course he does, but all excellent points.