Ensuring your boss sees WFH hustle

Working from home isn't perfect. Putting aside the (unsustainable) challenge of having children at home, I also miss having the opportunity to have spontaneous conversations with my colleagues.

Sick of people telling you to "work harder" or "stop working so much"? Me too! There's this crazy obsession these days with "canceling" everything and "Hustle Culture" is now on the chopping block. What is "Hustle Culture"? Essentially, it's based on the idea that to get ahead in life, you need to hustle more than the next person. Companies have adopted this concept and work daily to out-hustle their competition. The problem is, they do this to make up for poor strategy and/or execution, lack of investment in skills development, and end up forcing employees into burnout. For SDRs, this problem is dialed up to 10,000%. "More calls" "More activities" You meet your quota? "Higher quota" "You can do more" It goes on and on until you just can't take it anymore and find yourself looking for a new job... Or chomping at the bid for that coveted AE position months sooner. But wait, there's hope! Whether you "hustle" for yourself or for your boss, there are ways to use it to your advantage and avoid burnout. Check out the latest episode of #FTFFridays where ?? Tom Slocum & I share 3 you can start doing TODAY. (link in the comments) #hustleculture #saleshustle #SDRs

#WFH is definitely in, but bosses are still undecided

More than a year into our great remote-work experiment, many companies say productivity has held up or even risen. So why do some bosses think that remote workers aren’t as committed as office dwellers?

I've seen articles claiming that there's a percentage of remote employees who aren't "hustling" as hard as others. As a cure, some leaders are suggesting a total return to the office. It will contribute to "collaboration" and "innovation". The logic goes that people in a common location will interact more spontaneously and solve problems more effectively. While I won't deny that dedicated time together is a net positive, I find this logic really distant from the reality. Not to mention borderline offensive. That somehow proximity equals accountability. As if goals and metrics are more meaningful with "Mom" or "Dad" in the room. That treating employees like children who constantly need to be watched is a recipe for results. Regardless of remote centric, office-based, or hybrid; people need clear and well-defined goals, along with the support to achieve them. That means the pressure is on leadership to build an ecosystem where their employees can find success. It's harder to be a good leader when your team is distributed, and that scares a lot of people, because they have to look in the mirror and assess THEIR abilities. Fear shouldn't be driving the return to office. Trust is the future and that means meeting employees where they are. #leadership #remotework #hybridwork