> Another trait, it took me a while to notice. I noticed the following facts about people who work with the door open or the door closed. I notice that if you have the door to your office closed, you get more work done today and tomorrow, and you are more productive than most. But 10 years later somehow you don’t know quite know what problems are worth working on; all the hard work you do is sort of tangential in importance. He who works with the door open gets all kinds of interruptions, but he also occasionally gets clues as to what the world is and what might be important.

> Now I cannot prove the cause and effect sequence because you might say, “The closed door is symbolic of a closed mind.” I don’t know. But I can say there is a pretty good correlation between those who work with the doors open and those who ultimately do important things, although people who work with doors closed often work harder. Somehow they seem to work on slightly the wrong thing—not much, but enough that they miss fame.

If I recall correctly the benefits of collocated work only apply when you're actually physically proximal to collaborators. There's not much benefit to just "being in an office" if the people you work with aren't there, and even working with people on different floors dramatically reduces the benefit, which is one part of the research a lot of RTO proponents ignore.

A while ago I worked on a handful of research projects in "virtual collocation" or "computer-supported cooperative work" where the holy grail was to come up with something that made remote teams as productive as collocated ones. It's no longer my area of focus so I haven't kept up on the literature -- I'd be interested in any hard evidence that someone has cracked that.

[1](https://dl.acm.org/doi/10.1207/S15327051HCI1523_4) [2](https://dl.acm.org/doi/10.1145/358916.359005)

Prior to that I worked in-person in offices doing similar types of engineering. I was never as productive there but I did see more sides of the business and I got to do more varied tasks. Having lunch or going for a short walk physically with teammates and non-teammates definitely spawns opportunities which otherwise don't naturally happen.

Now, I do consulting/contracting remotely. Often I'm working on weeks to months long contracts. All my customers are remote. It's very clear that my value is in short term results, to get the customer past their current problem. If any planning for the future is found, I recommend it, but unless the customer wants me to pursue it then the recommendation is all I give.

All 3 kinds of work have pros and cons. I do miss regularly having lunch with coworkers. I MUCH prefer my remote work commute, flexibility, and work/life balance.

[0]: This was actually Monday-Thursday with travel on Friday

There are so many axis other than 'output', and some of them are a lot more important. For instance 'quality'. And 'employee happiness' and 'employee retention'. The term 'human capital' is such a terrible one to use as an abstraction. Capital is something you expend, once you start looking at people as just another resource to make ROI on you're asking to be treated the same way in reverse.

@Dang: suggested title change: "The Power of Proximity to Coworkers: Training for Tomorrow or Productivity Today?"

full text:

https://pallais.scholars.harvard.edu/sites/g/files/omnuum592...

Too bad the former is the least likely to be hired thanks to "AI", and the latter the most likely to be laid off cause of ageism that says "You cant teach an old dog new tricks"

Once they were shocked to learn that until 2019 office work was the norm, they’d probably expect to see massive improvements in employee health, satisfaction, productivity, reduced commuter miles, reduced emissions, children with better mental health, children doing better in school, etc.

Imagine their shock when they find that none of those are true, and in fact, some of those metrics have actually gone the other way.

This isn’t to suggest remote work cannot be helpful. Maybe things would have been far worse otherwise. But (a) it’s very hard to see in the data, and (b) remote work proponents need to stop sounding like the world disnt exist before 2020 and/or as if everyone was just miserable and life was basically impossible at the time.

*cant wait to see those down votes for this comment

* No Mail Mondays. Engineers are deep in the code and are not disturbed other than the on-call. Engineers are expected to have a stack of work they can make the progress on if they get stuck. These days are in-office.

* Work from Home Wed: Coordinated work from home day. This forces everyone to be available online, and nobody is missing in-person meetings. Response times expected to be quick in slack.

While not perfect, and we do have some employees that struggle with output on WFH days, this is far more productive than 5 straight days in office.

All that said, I still prefer where we are compared to where we were.

Why is this here in the first page?

* Working together in close proximity resulted in higher distractions that lowered output, but made it easier to identify meaningful priorities beyond what was on the Sprint Board and jump in to help when necessary. This extended to mentoring Juniors as well, who thrived on proximity-based work to a significant degree.

* Working apart allowed us to work at our individual best, with the consequence of a loss of cohesion. This was mitigated through daily standup ceremonies as a way of checking-in and asking for help, and I credit a string of three excellent people managers for building that functional working relationship between colleagues who didn’t share timezones or continents. This was frustrating for Juniors to adapt to (especially new hires), but at the same time the independent working mode forced them to figure stuff out on their own, learn to ask for help when they needed it, and build confidence in their own skills.

* The best balance involved hybrid/remote work models with a yearly (ideally quarterly or semi-annually), week-long “crunch week” of sorts. The global team got together in-person for a week, did some off-site activities first (offroading, volunteering, sight-seeing) to build rapport, then we spent a week in a conference room together banging out eighteen months(!) of bigger project timelines, planning, and triaging in-person issues with other teams (like PKI changes). This was always followed on with nightly dinners where we dropped work entirely and focused on human connection, especially with Juniors who lacked self-confidence still and needed to be shown that work isn’t what defines existence.

My ultimate takeaway is that it’s all about balancing the three for optimal outcomes: letting folks knuckle down at home or privately when they need to focus, building in-person collaboration around intention rather than spontaneity of presence, and ensuring global teams meet together regularly (in-person and over video conferencing) to build rapport.

Notes Revise and resubmit, Quarterly Journal of Economics

I'd wait for the revision.

And, as ilc (dunno how to link to other hn users, sorry) has pointed out, this has been notated "revise and resubmit"

I must have also missed the email telling everything about the re-org so that teams will only need to work with other teams in their proximity

Bureau of Labor Stats says: As of January 2024, the median tenure for all U.S. wage-and-salary workers was 3.9 years.

So that means we should all be working remotely, if productivity was the actual thing the capital & management classes were trying to solve.

https://www.bls.gov/opub/ted/2024/median-tenure-with-current...

And you know what? Employers don't care about any of this, like at all. RTO mandates are nothing more than soft layoffs aimed to suppressing labor costs. Why? Because some people will quit, which is cheaper than severance, and those that remains will have to do their work for no extra compensation and also won't be asking for raises because they fear losing their own jobs. Win win (for the employer).

Profits have a tendency to decrease over time [2]. Investors demand it. To a point you can expand to counteract this. Ultimately though, every company either goes bust or reaches the end-state of having to raise prices and lower costs to maintain profit growth.

Employers are not on your side. We collectively saved companies from going bust in the pandemic by WFH. For tech companies in particular who had had a decade of market-driven increases in labor costs, this turned into a massive opportunity to institute what I call permanent layoff culture. These companies will layoff 5% of their staff every year forever for no other reason to suppress labor costs.

[1]: https://psychsafety.com/googles-project-aristotle/

[2]: https://en.wikipedia.org/wiki/Tendency_of_the_rate_of_profit...

I, however, will continue to never go back to an office and will continue to be productive far beyond what I can be in an office. Why is that? Because I'm a professional who is quite good at the work he does and is able to collaborate with people regardless of their location and lead successful projects and can adapt myself to others' working styles. Thanks, hold the babysitting, please.

It's also worth noting that I don't have a family to take care of, and that there are still issues with working in the office, like the commute.

If I had a missus and kids, I might feel differently.