📄 Episode Show Notes:

• Many companies are scaling back remote work as the pandemic risk declines and demand for productivity increases.
• Work-from-home job listings have dramatically decreased across platforms like LinkedIn and Indeed — from 30–50% down to as low as 10–15%.
• Companies are seeking more oversight and accountability, which is pushing a shift back to in-office roles.
• Some managers feel their positions are more relevant with teams physically present, influencing this shift.
• Layoffs are also contributing to emptier offices — companies aren’t replacing remote roles or vacated positions, even though they aren’t formally laying people off.
• Major cities like New York, Seattle, Portland, and Dallas still see low in-office attendance, not due to remote work, but due to reduced headcount.
• Companies like Twitter have downsized drastically, re-evaluating the size and cost of their workforce.
• Job seekers may need to adjust expectations — remote opportunities are more limited.
• Employers might find fewer remote-work candidates, potentially changing the dynamics between employer and employee.
• Strategic tip for employees: Start by working in the office, demonstrate strong performance, and then propose a trial work-from-home setup — e.g., 1 day per week after 30 days.
• Frame your request diplomatically — not as an ultimatum, but as a productivity-based proposal.
• Employers are more likely to consider flexible options for reliable, productive employees.
• A well-timed and well-worded negotiation can pave the way for more long-term flexibility.