Remember when Mayer banned remote work at Yahoo? She still defends that choice even though she has clearly failed to prove her thesis that you need to sit next to someone collaborate successfully and deliver improved business results
By relying on attrition, you can pretty much guarantee that the people with the best offers waiting on the outside are going to leave, and that's pretty highly correlated with the people that you actually want to keep.
If layoffs are required, there is no other way than to take the bull by the horns and make hard decisions about who has to go and who has to stay. Sometimes that involves making decisions about what programs are going to go/stay, which consequently leads to letting good people go when you shut down some of those programs.
I'd also guess that shareholders have learned the lesson many years ago, which is why active layoffs often increase share price. Layoffs tend to increase near-term profitiability; whether long-term profitability is increased depends on whether you get the layoffs & refocusing done right.
Not quite. The worst would be to do that, then have a office suite converted into a nursery for just your own kids.
The only reason it might have looked good enough to take is that axing remote at a stroke gets pretty much everyone, good and bad. I suppose a few young/single/unemployable people might move to the office, but my memory was that Yahoo lost most everyone who was remote.
That's marginally better than the usual "make the workplace intolerable" option, where you lose exclusively the good. Of course, it's still much less good than actual dismissals, where you (hopefully) keep the good engineers in particular.
Not just engineers. sales and ops folks who are close to clients/vendor offices are also prime for remote work.
seems like a sad knee-jerk response by y!