#ReturnToOffice Mandates - Last Generation

The Office or the Home Office: The Great Workplace Debate

Responding to a fine article written by PowerMPS.  The report is accurate and presented in a neutral manner allowing the reader to come to their own conclusions - as I have done in the following response.

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I have strong and supported feelings and thoughts about this subject. 

Disney is wrong.  The MIT study reflects a false reality.  Corporate culture is a strawman. There is no such thing as work/life balance, there is just Life.

I've been having more and more conversations about RTO mandates, quiet quitting, commercial real estate, local businesses, city tax base, 15-minute cities, crime, the homeless, crumbling corporate hierarchies, the illumination of corrupt management policies, fake 'the company is your family' dogma, golden handcuffs, dumb politicians and stupid people voting for them, increased productivity, happier employees, less pollution, cities surviving on remote workers living in skyscrapers and working globally; on and on.  

Throw AI in the mix and one can no longer think out of the box because there is NO BOX.

Bottom line - companies want employees back for control and self-preservation.  Period.  "Corporate Culture" was a Trojan Horse.  Taco Tuesdays were manipulative and insulting.  Although I'm all for Adult Happy Hour in the office, I'd rather drink with real friends instead of people I'm paid to keep company  - er...that doesn't sound right.

Generational -- I believe the day when generational lines melt away is very close, for now, those arguing for a return to the cubes are of the Last Generation - Tick Tock.  

Or should I say, "TikTok"?

Check out our interpretation of the PowerMPS work.

Executive Summary:

1. In-person office work promotes collaboration, and creativity, and strengthens company culture, with research suggesting that face-to-face communication is significantly more effective for team collaboration.
2. Remote work offers flexibility, resulting in increased productivity and improved work-life balance, with studies showing lower stress levels and higher job satisfaction among remote workers.
3. The shift to remote work can unlock a global talent pool, enhancing workforce diversity and providing equal opportunities for career advancement and compensation.

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Bourbon and Business II

In this fast-paced 90-minute show, we discuss product sourcing, inventory selection, bar and staff prep, day-to-day bar operations, events, music, enthusiast pours, bar picks, infinity bottles, and more.

If you've ever wondered how it's done (or want to open a whiskey bar yourself), this is the show for you. Tap now to listen!

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1. What makes a great bourbon bar? - it might not be what you think.
2. Is a bourbon club a good idea and why?
3. Group palate evolution.  

The first time the bourbon club met, there were about 12 members and all they wanted to taste was Bourbon; not whiskey, not rye, and nothing too hot.  Eighty-proof was just fine and anything near barrel-proof off-limits.

After 24 months, we were tasting rock-n-rye, Old Forrester 1920 and beyond - 100 proof was a base, and tequila was just around the corner.  Should your establishment have a bourbon club? The answer is in three words, "Repeatable monthly revenue."

Our bar menu reflected lessons learned in the club and our sales grew with the rising tide of bourbon experience. We discovered a demographic and defined demand.

What makes a great bourbon bar?  Local taste.

From 2013. DOTC Prime - TheDeathOfTheConsultants, Remastered

Wandering the Wild Terrain of MpS: An Adventure Beyond Consultancy

...and here's a tale as old as the copier itself, from the summer of '13...

Quick Summary

1. Embracing a role beyond the traditional consultancy, we engage in a shared journey in the Managed Print Services (MpS) industry, aiming for partnerships rather than vendor relationships.
2. Proposing a fresh consulting model, we invite a joint venture where risks and profits are shared, challenging the conventional wisdom of industry benchmarks and highlighting the importance of unique, self-created standards.
3. Recognizing the need for continued relevance, we embed into the business culture to maintain a fresh perspective, acknowledging that providing value to others from outside can be challenging, but ultimately rewarding.

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