What's been happening with people who have moved away? My wife just got mandated to go back for her company but many people moved too far to commute in. They give them an exception. Seems like this motivates people to lie about their location or situation to get an easy pass.
If you look at what happened to Yahoo, Intel, AT&T with their generous WFH policies, no leader worth their salt would ever give this leeway to employees.
There is not a single company that has had long-term WFH success (that had to actually compete in the open marketplace).
Every employee has good intentions, but entropy is a bitch. The culture of action, innovation slowly erodes every single day and five years down the line it is beyond repair. (see Yahoo, Intel).
I know this is unpopular opinion among progressive HNers, but reality bites. And with coming glut of computer science professionals you don't the bargaining power that you enjoyed the past decade.
Counterpoint: Microsoft. A large portion of Microsoft has been WFH Hybrid to 100% remote. The teams that have not encouraged WFH+Remote have been the ones responsible for the worst choices thus far (the Copilot button, Recall, etc.)
Wow, there's a lot to unpack here, and most of it just doesn’t hold water. Let's break down why this take on WFH is way off base.
First off, blaming Yahoo, Intel, and AT&T’s issues on WFH policies is a huge oversimplification. Yahoo’s downfall wasn’t about remote work; it was a mess of bad leadership, constant strategy shifts, and failing to keep up with Google and Facebook. Intel’s problems came from falling behind in chip manufacturing and losing its competitive edge, not because their employees were working from home. AT&T’s headaches are tied to their massive, poorly integrated acquisitions, not remote work.
Then there’s the claim that no company has had long-term WFH success—completely false. Look at GitLab, Automattic, and Zapier. These companies are 100% remote and are thriving. They’re not just coasting; they’re competing and winning in the marketplace. The idea that WFH kills culture and innovation just doesn’t stand up when you see how these companies operate.
The whole “remote work kills productivity” argument is outdated. Studies and real-world examples show the opposite: many people are more productive at home without the daily commute and office distractions. Plus, companies have tools and strategies to keep teams connected and engaged, so the idea that culture just dissolves over time isn’t based on reality. Culture isn’t about being in the same room; it’s about values, leadership, and communication. And remote companies are proving you can have a strong, action-driven culture without a traditional office.
Also, let’s talk about this idea that employees’ good intentions aren't enough and that without the office, everything falls apart. This screams of a lack of trust in workers, which is not how modern businesses run. Successful companies trust their people, set clear expectations, and hold them accountable—whether they’re in the office or working from a coffee shop. It’s not about babysitting; it’s about outcomes.
And this notion that computer science professionals won’t have bargaining power because of some glut is just not accurate. Sure, there are more CS grads, but the demand for skilled talent is still high, especially for top performers. Companies offering WFH flexibility are not just doing it out of kindness; it’s a strategic move to attract and retain talent in a competitive market. Restricting WFH options actually puts companies at a disadvantage.
Bottom line: dismissing WFH as some kind of fad or liability ignores the reality that a ton of companies are making it work and even excelling. If anything, leaders worth their salt are those who adapt, trust their teams, and leverage the benefits of remote work, not those who cling to outdated office norms.
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[ 3.5 ms ] story [ 37.4 ms ] threadThere is not a single company that has had long-term WFH success (that had to actually compete in the open marketplace).
Every employee has good intentions, but entropy is a bitch. The culture of action, innovation slowly erodes every single day and five years down the line it is beyond repair. (see Yahoo, Intel).
I know this is unpopular opinion among progressive HNers, but reality bites. And with coming glut of computer science professionals you don't the bargaining power that you enjoyed the past decade.
First off, blaming Yahoo, Intel, and AT&T’s issues on WFH policies is a huge oversimplification. Yahoo’s downfall wasn’t about remote work; it was a mess of bad leadership, constant strategy shifts, and failing to keep up with Google and Facebook. Intel’s problems came from falling behind in chip manufacturing and losing its competitive edge, not because their employees were working from home. AT&T’s headaches are tied to their massive, poorly integrated acquisitions, not remote work.
Then there’s the claim that no company has had long-term WFH success—completely false. Look at GitLab, Automattic, and Zapier. These companies are 100% remote and are thriving. They’re not just coasting; they’re competing and winning in the marketplace. The idea that WFH kills culture and innovation just doesn’t stand up when you see how these companies operate.
The whole “remote work kills productivity” argument is outdated. Studies and real-world examples show the opposite: many people are more productive at home without the daily commute and office distractions. Plus, companies have tools and strategies to keep teams connected and engaged, so the idea that culture just dissolves over time isn’t based on reality. Culture isn’t about being in the same room; it’s about values, leadership, and communication. And remote companies are proving you can have a strong, action-driven culture without a traditional office.
Also, let’s talk about this idea that employees’ good intentions aren't enough and that without the office, everything falls apart. This screams of a lack of trust in workers, which is not how modern businesses run. Successful companies trust their people, set clear expectations, and hold them accountable—whether they’re in the office or working from a coffee shop. It’s not about babysitting; it’s about outcomes.
And this notion that computer science professionals won’t have bargaining power because of some glut is just not accurate. Sure, there are more CS grads, but the demand for skilled talent is still high, especially for top performers. Companies offering WFH flexibility are not just doing it out of kindness; it’s a strategic move to attract and retain talent in a competitive market. Restricting WFH options actually puts companies at a disadvantage.
Bottom line: dismissing WFH as some kind of fad or liability ignores the reality that a ton of companies are making it work and even excelling. If anything, leaders worth their salt are those who adapt, trust their teams, and leverage the benefits of remote work, not those who cling to outdated office norms.