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Message: [QUOTE="huskypantz, post: 3674143, member: 65"] Pre-covid I had the option of WFH up to two days per week, which I usually did not take advantage of. Once March hit I moved to WFH 3 days per week and office the other two. About half of my staff must go to the workplace close to 100%. The other half could probably be full remote, but collectively they've been in the office half of the time since March. I have not hired anyone but I've interviewed a few people for jobs in other states. Training could be a little challenging as is monitoring the productivity of staff. One of the biggest benefits of the WFH shift is that when I head to the office, my commute time is much better. Even the heavy traffic days (with school starting again) aren't quite so bad. The biggest issue with WFH for me has been our home environment. Two elementary school-aged kids being home with us is not conducive to me working. When they're back in school full time that will of course change. We don't have a true office for me or my wife - I have an alcove off the family room and wife is fine working in the kitchen or dining room. I like the neighborhood I live in and my proximity to Boston and I've previously balked at moving further from the city due to potential commutes for a job change and current commute. If the remote workplace changes stick I would consider moving another town or two out with a more WFH-friendly house. And the consideration for those whose jobs were never WFH but can now be done remotely (coming from someone in IT who lives this) - be careful what you wish for. The salary you demand in HCOL areas will be a thorn in your side when there's a similar candidate in Kentucky who is looking for 20-30% less. And the 30% savings looks great to the c-suite but then hey is there a reason department X couldn't be completely offshored and drop those salary and bene's 70%? It's already a reality of the current climate but it could accelerate as a result of the shift. [/QUOTE]

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