I spoke to 5 global enterprises about remote work last week

Here’s what they told me about their plans for the future

[ a thread ] 💻🏠🌎

💰 Office space: All of them have $Billion real estate portfolios

All of them plan to cut it by atleast 50% and as much as 70%
📍 Talent Access: The thing they are most interested in is access to talent

Rather than hiring the best person in a 30-mile radius of the office, they’ll hire the best person on the planet
📈 Efficiency: Their concern about remote work post-pandemic was that productivity would slip

It’s increased. They now know remote work works
🤔 Remote Dilemma: A big concern is losing their best people through not giving their teams what they want

Each company plans to let people work from home 60-100% of the time
🎡 Time Together: When they do have time together they are focussed on experiences

Designing in person time to maximise value and social connection
⏰ Outcome Measurement: Switching from the KPI to judge performance to outcome will be huge

Measuring this is a big problem most are still searching for ways to solve
😴 Avoid Burnout: They are seeing people burnout more frequently

Some will begin ordering time off on a monthly/quarterly basis to combat this
📆 Office Return: None of them have any plans to return to the office at all

The assumption already is that they won’t respond in 2021
⭐️ Talent Retention: Every company will continue to offer remote work post-Covid

They know they have to if they want to attract the best talent
🌍 Talent Decentralizing: People are moving further away from the office

A large proportion no longer live close enough to commute regularly
💬 Collaboration Quality: They aren’t concerned about collaboration quality

Where physical relationships existed prior the quality is unaffected

They see a challenge where people have never met teams
❤️ Culture Changes: People who were quieter in the office are having more of an impact

That change in culture has led to more creativity and better communication in several companies
🔐 Information Security: This is growing in concern. Less of an issue when it was a reaction to what happens

Big issue as companies lean into remote work more
🤕 Injury Risk: Reports of back and neck pain as high at 60% of team members

They need to do something to combat this rapidly
😃 Experience Quality: Companies want to do more to improve this

It’s been a huge focus in recent years while working onsite. Most companies are interested in ways to do this remotely
🧘‍♀️ Leadership Change: Command and control no longer works – a change in leaderships style is needed

Empathetic leaders are thriving. The importance of checking in on your team the most important skill
📝 Written Documentation: Building the organizational muscle of knowledge through documentation is of massive important

This will grow over time rather than leaving when an employee leaves
⏰Increased Flexibility: 9-5 working is dying – companies have seen workers productivity rising when working when they want

The thing they are most interested in exploring are asynchronous ways of working
👶 Childcare: Women are falling out of the workforce rapidly, and companies recognise they need to act to stop this now

They are thinking about ways they can help working parents with childcare

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Should we go into the details of these 125 years?


SA is built on the exploitation of labour. That labour has functioned on alcohol unfortunately. Very few people consume liquor purely for enjoyment unfortunately. When SAB opened its doors 1895 workers were paid in alcohol- the dop/tot system. 2 years into SAB's establishment

The Prohibition Act is introduced. This means black people are barred from buying your wines, beer etc. So SAB's products are exclusively for white people. But during this period beer brewing by Black women is the norm. Ayinxilisi ncam ke this type of beer. Apparently it had some

Nutritious elements to it. Now some of the context around drinking culture during this time is migrant labour to the mines, further land dispossession, the Anglo-Boer Wars, Rhodes corruption (our first state capture commission if you will) which leads to his resignation.

This context plays a role in how our cities and small towns are constructed, how they lead to the confinement and surveillance yabantu. Traditional beer brewing is identified as a threat because buy now mining bosses have identified that there's money to be made here.

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A brief analysis and comparison of the CSS for Twitter's PWA vs Twitter's legacy desktop website. The difference is dramatic and I'll touch on some reasons why.

Legacy site *downloads* ~630 KB CSS per theme and writing direction.

6,769 rules
9,252 selectors
16.7k declarations
3,370 unique declarations
44 media queries
36 unique colors
50 unique background colors
46 unique font sizes
39 unique z-indices

https://t.co/qyl4Bt1i5x


PWA *incrementally generates* ~30 KB CSS that handles all themes and writing directions.

735 rules
740 selectors
757 declarations
730 unique declarations
0 media queries
11 unique colors
32 unique background colors
15 unique font sizes
7 unique z-indices

https://t.co/w7oNG5KUkJ


The legacy site's CSS is what happens when hundreds of people directly write CSS over many years. Specificity wars, redundancy, a house of cards that can't be fixed. The result is extremely inefficient and error-prone styling that punishes users and developers.

The PWA's CSS is generated on-demand by a JS framework that manages styles and outputs "atomic CSS". The framework can enforce strict constraints and perform optimisations, which is why the CSS is so much smaller and safer. Style conflicts and unbounded CSS growth are avoided.