Colleen Pelly

I'm going to know if you're doing your job by the number of people you hire or you don't. And my employees, I feel one of the things they, you know, we do surveys a lot. Like, what do you like about being here? Like what's working and what's not working.

I'm going to know if you're doing your job by the number of people you hire or you don't. And my employees, I feel one of the things they, you know, we do surveys a lot. Like, what do you like about being here? Like what's working and what's not working.

I'm going to know if you're doing your job by the number of people you hire or you don't. And my employees, I feel one of the things they, you know, we do surveys a lot. Like, what do you like about being here? Like what's working and what's not working.

And I think it's like, if you give your team flexibility, they're going to feel trusted and people who feel trusted want to do well for you because they want to be around you. So I think flexibility in terms of like, yeah, the hours you work or like what you need.

And I think it's like, if you give your team flexibility, they're going to feel trusted and people who feel trusted want to do well for you because they want to be around you. So I think flexibility in terms of like, yeah, the hours you work or like what you need.

And I think it's like, if you give your team flexibility, they're going to feel trusted and people who feel trusted want to do well for you because they want to be around you. So I think flexibility in terms of like, yeah, the hours you work or like what you need.

Like maybe I want to pick my kids up every day at three, but then I'm going to do a little work later in the evening because that works for me. Or I'm not going to work at all on Wednesday because I want to go do something, but I'll work a little bit on Sunday. So I think there's like, trust your team to get the job done and they will, as opposed to sort of setting rigid regulations.

Like maybe I want to pick my kids up every day at three, but then I'm going to do a little work later in the evening because that works for me. Or I'm not going to work at all on Wednesday because I want to go do something, but I'll work a little bit on Sunday. So I think there's like, trust your team to get the job done and they will, as opposed to sort of setting rigid regulations.

Like maybe I want to pick my kids up every day at three, but then I'm going to do a little work later in the evening because that works for me. Or I'm not going to work at all on Wednesday because I want to go do something, but I'll work a little bit on Sunday. So I think there's like, trust your team to get the job done and they will, as opposed to sort of setting rigid regulations.

The companies that set those strict rules, I find like nobody's going to stay.

The companies that set those strict rules, I find like nobody's going to stay.

The companies that set those strict rules, I find like nobody's going to stay.

I have found no success, like key indicators that are any different if someone's in an office versus not. Like, I think there are some industries where it's very useful to be at a table. Like, you know, if you're architects or review it, like anything you can do in person, you can do on a computer really.

I have found no success, like key indicators that are any different if someone's in an office versus not. Like, I think there are some industries where it's very useful to be at a table. Like, you know, if you're architects or review it, like anything you can do in person, you can do on a computer really.

I have found no success, like key indicators that are any different if someone's in an office versus not. Like, I think there are some industries where it's very useful to be at a table. Like, you know, if you're architects or review it, like anything you can do in person, you can do on a computer really.

But you know, like my husband, for instance, he's a civil engineer and he loves, he's like, I miss the, everyone in the meeting on the, looking at the same piece of paper on the same table. He likes that kind of thing. So hybrid is great for him. But for me, there's no difference.

But you know, like my husband, for instance, he's a civil engineer and he loves, he's like, I miss the, everyone in the meeting on the, looking at the same piece of paper on the same table. He likes that kind of thing. So hybrid is great for him. But for me, there's no difference.

But you know, like my husband, for instance, he's a civil engineer and he loves, he's like, I miss the, everyone in the meeting on the, looking at the same piece of paper on the same table. He likes that kind of thing. So hybrid is great for him. But for me, there's no difference.

And so I think it's – for all it shows to me, and, like, this is just my personal opinion, maybe it's not popular, but I think it just shows that you don't trust your people to get their job done.

And so I think it's – for all it shows to me, and, like, this is just my personal opinion, maybe it's not popular, but I think it just shows that you don't trust your people to get their job done.