Jessica Kriegel

Instead, they're so used to keeping their eyeballs on people and making sure people are doing their work and asking them, you What I'm doing is I'm saying, how many calls did you make? Did you make the calls? Did you put the calls in Salesforce? Did you get the AI bot to listen to your calls to give us some ideas about how your calls could be better?

That's what most leaders do is they're just managing activity, and it's lazy leadership, and it's not elevated leadership, and it doesn't work, but it's really much easier to do in person than it is in a hybrid environment. If you were managing to outcomes, you would know that it's just as easy to manage in a virtual environment as it is in an in-person environment, but it's harder to do.

That's what most leaders do is they're just managing activity, and it's lazy leadership, and it's not elevated leadership, and it doesn't work, but it's really much easier to do in person than it is in a hybrid environment. If you were managing to outcomes, you would know that it's just as easy to manage in a virtual environment as it is in an in-person environment, but it's harder to do.

That's what most leaders do is they're just managing activity, and it's lazy leadership, and it's not elevated leadership, and it doesn't work, but it's really much easier to do in person than it is in a hybrid environment. If you were managing to outcomes, you would know that it's just as easy to manage in a virtual environment as it is in an in-person environment, but it's harder to do.

So I think one is management doesn't have the skills to lead in a virtual environment. And so executives are seeing that their managers are failing and they are forcing people back into the office because they don't know how to get their managers to be better. I think a second reason is a lack of trust.

So I think one is management doesn't have the skills to lead in a virtual environment. And so executives are seeing that their managers are failing and they are forcing people back into the office because they don't know how to get their managers to be better. I think a second reason is a lack of trust.

So I think one is management doesn't have the skills to lead in a virtual environment. And so executives are seeing that their managers are failing and they are forcing people back into the office because they don't know how to get their managers to be better. I think a second reason is a lack of trust.

They just think that people are, quote, stealing the company's time by doing laundry and going to their soccer game, et cetera. And it's a mindset issue in which you think that their time belongs to you. And that if they're doing anything other than focusing on productivity in that moment, that therefore they're being unethical, which is more silliness. And then you have kind of the...

They just think that people are, quote, stealing the company's time by doing laundry and going to their soccer game, et cetera. And it's a mindset issue in which you think that their time belongs to you. And that if they're doing anything other than focusing on productivity in that moment, that therefore they're being unethical, which is more silliness. And then you have kind of the...

They just think that people are, quote, stealing the company's time by doing laundry and going to their soccer game, et cetera. And it's a mindset issue in which you think that their time belongs to you. And that if they're doing anything other than focusing on productivity in that moment, that therefore they're being unethical, which is more silliness. And then you have kind of the...

The meta reason, which is I, as a leader, want to have control and command and control is where I have more power. I have more influence and and I have the ability to make this decision and I'm going to command people back into the office. And so and why not?

The meta reason, which is I, as a leader, want to have control and command and control is where I have more power. I have more influence and and I have the ability to make this decision and I'm going to command people back into the office. And so and why not?

The meta reason, which is I, as a leader, want to have control and command and control is where I have more power. I have more influence and and I have the ability to make this decision and I'm going to command people back into the office. And so and why not?

I think it's a company that has a brand that is attractive. Any company, so high-tech firms, Disney, for example, is attractive. People want to work there. And so they have the ability to say, we're going to make it hard for you and we don't care because we know that behind you are 100 other candidates who would like to have your job.

I think it's a company that has a brand that is attractive. Any company, so high-tech firms, Disney, for example, is attractive. People want to work there. And so they have the ability to say, we're going to make it hard for you and we don't care because we know that behind you are 100 other candidates who would like to have your job.

I think it's a company that has a brand that is attractive. Any company, so high-tech firms, Disney, for example, is attractive. People want to work there. And so they have the ability to say, we're going to make it hard for you and we don't care because we know that behind you are 100 other candidates who would like to have your job.

So there's all the real reasons that underlie the spoken reasons that people are saying this. But if you have a good brand, you can get away with it. And so they are.

So there's all the real reasons that underlie the spoken reasons that people are saying this. But if you have a good brand, you can get away with it. And so they are.

So there's all the real reasons that underlie the spoken reasons that people are saying this. But if you have a good brand, you can get away with it. And so they are.

Tech has historically been known as the cool kids, and they have the glass offices with the ping pong tables, the kombucha in the break room, the volleyball courts outside, the bring your dog to work day, and all those other great perks that Google made popular 30 years ago now, right?