Honestly as I operated a fully remote small business for a long long time, I think you're missing the real remote work lever.
Access to talent. Dramatically increased access to talent. Exponentially increased. You can get anybody across the whole world if you like, or at the very least anybody within a reasonable time difference.
This cannot possibly be overstated as an impact on your business. Talent is actually fairly evenly distributed across the world, but you only had access to a tiny slice of it before.
The issue here is that most management I've run into has a seriously hard time managing, recruiting, retaining, or honestly even identifying talent. Most of the time people just punt and say "Well they got hired at a FAANG, or somebody else promoted them, or they went to a school with a basketball team I've heard of, so how bad could they be" or something on those lines. So they're missing out on all these great people that were previously outside their narrow slice of who could reasonably drive in.
And managing a remote team is a big pain in the ass, no question about it.
So it's harder with a meaningful upside. Managers that can turn the corner will win, the rest are gonna get left behind. It's even more stark in tech, because organizations that can make that adjustment are going to poach a ton of talent from managers that can't get it together. WFH is very very very popular in tech. (I'm not really a WFH fan aside from family concerns, but family concerns are probably the biggest driver in my working decisions, so that's that. WFH is a big deal if you've got kids, and the best, most skilled workers you can get often are dealing with kids and a family. Folks with decent emotional intelligence, work experience, good energy, these people are textbook quality workers, but are usually married with a family.)
Access to talent. Dramatically increased access to talent. Exponentially increased. You can get anybody across the whole world if you like, or at the very least anybody within a reasonable time difference.
This cannot possibly be overstated as an impact on your business. Talent is actually fairly evenly distributed across the world, but you only had access to a tiny slice of it before.
The issue here is that most management I've run into has a seriously hard time managing, recruiting, retaining, or honestly even identifying talent. Most of the time people just punt and say "Well they got hired at a FAANG, or somebody else promoted them, or they went to a school with a basketball team I've heard of, so how bad could they be" or something on those lines. So they're missing out on all these great people that were previously outside their narrow slice of who could reasonably drive in.
And managing a remote team is a big pain in the ass, no question about it.
So it's harder with a meaningful upside. Managers that can turn the corner will win, the rest are gonna get left behind. It's even more stark in tech, because organizations that can make that adjustment are going to poach a ton of talent from managers that can't get it together. WFH is very very very popular in tech. (I'm not really a WFH fan aside from family concerns, but family concerns are probably the biggest driver in my working decisions, so that's that. WFH is a big deal if you've got kids, and the best, most skilled workers you can get often are dealing with kids and a family. Folks with decent emotional intelligence, work experience, good energy, these people are textbook quality workers, but are usually married with a family.)