Kaila Lopez

Yeah, I think my hottest take here is that this is just laziness. It's laziness from the management team that basically is pining for these like older, the olden days when they could tell how hard people were working by standing behind their desk.

Yeah, I think my hottest take here is that this is just laziness. It's laziness from the management team that basically is pining for these like older, the olden days when they could tell how hard people were working by standing behind their desk.

Yeah, I think my hottest take here is that this is just laziness. It's laziness from the management team that basically is pining for these like older, the olden days when they could tell how hard people were working by standing behind their desk.

And I think that instead of doing the actual work of determining who are high performers, who maybe should be downsized or right-sized or whatever the hell they want to talk about, they're just saying, if you work from home and you want to stay there, just leave. And I think that that's a very lazy practice and it's not going to It's not going to turn into improved performance.

And I think that instead of doing the actual work of determining who are high performers, who maybe should be downsized or right-sized or whatever the hell they want to talk about, they're just saying, if you work from home and you want to stay there, just leave. And I think that that's a very lazy practice and it's not going to It's not going to turn into improved performance.

And I think that instead of doing the actual work of determining who are high performers, who maybe should be downsized or right-sized or whatever the hell they want to talk about, they're just saying, if you work from home and you want to stay there, just leave. And I think that that's a very lazy practice and it's not going to It's not going to turn into improved performance.

It's maybe going to cut costs for a little bit, but I don't think it's going to do that much in the long run.

It's maybe going to cut costs for a little bit, but I don't think it's going to do that much in the long run.

It's maybe going to cut costs for a little bit, but I don't think it's going to do that much in the long run.

I think it depends on the general environment. Like I think if every single company starts to enact mandatory return to office policies, then employees may not have a choice.

I think it depends on the general environment. Like I think if every single company starts to enact mandatory return to office policies, then employees may not have a choice.

I think it depends on the general environment. Like I think if every single company starts to enact mandatory return to office policies, then employees may not have a choice.

But I think if companies like Allstate, which we talked about in a previous episode, decide to make co-working and flexible working and hybrid working more of an option, they're going to have the leg up and you will see in the long run better talent going and driving to those companies.

But I think if companies like Allstate, which we talked about in a previous episode, decide to make co-working and flexible working and hybrid working more of an option, they're going to have the leg up and you will see in the long run better talent going and driving to those companies.

But I think if companies like Allstate, which we talked about in a previous episode, decide to make co-working and flexible working and hybrid working more of an option, they're going to have the leg up and you will see in the long run better talent going and driving to those companies.

Yes, and also I would like to say that those last two I actually think might have been a little bit justified. And we went back and forth.

Yes, and also I would like to say that those last two I actually think might have been a little bit justified. And we went back and forth.

Yes, and also I would like to say that those last two I actually think might have been a little bit justified. And we went back and forth.

It's not necessarily that, but there are rules for a reason. And I'm not saying that Meta should have fired these people for misusing these perks or that EY should have fired these people for whatever they're doing. I think it's more like it's a slippery slope. If they're fudging the rules on these small things, could that be an indication of a larger issue with those employees?

It's not necessarily that, but there are rules for a reason. And I'm not saying that Meta should have fired these people for misusing these perks or that EY should have fired these people for whatever they're doing. I think it's more like it's a slippery slope. If they're fudging the rules on these small things, could that be an indication of a larger issue with those employees?