Quote from: Spaceman1000$ on July 09, 2025, 09:45:47 AM

Quote from: slapper on July 09, 2025, 08:02:41 AM

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Companies that prefer their staffs to stay and work for long hours in the office should also provide routine that allows people to have OFF, let's say in a week you get 3 days in 2 days out, that way you have a lot of time to rest and recuperate before scheduling for work whenever your schedule is ready. But asking your staffs to come to work everyday for long hours can be draining and that is why there are laws that provide for staffs to go on annual leave, this leaves can be splitted in different quarters of the year.

Remote work can be flexible no doubt about that and if anybody feels lonely, that person can easily make out time to hang out with his or her friends or family relatives so you can keep your mind and body and soul very active...

Companies that require long working hours must certainly be considering real rest, rather than the so-called "annual leave" as a formality. The very concept of the "3 days in, 2 days out" is much more sustainable than simply driving people to the edge week after week. This is the reason why some places are even experimenting with 4-day work weeks. However, as you mentioned, the law and company policy tend to be behind what really keeps people healthy and productive. I agree about remote work, flexibility is imporant, and to many of us, having more time with family or friends is a huge win. However, not all people can easily "switch off" after remote work, and some of them feel isolated, even when they have their families nearby. Perhaps, companies ought to be more concerned with human connection rather than task completion regardless of the place

Quote from: Spaceman1000$ on July 09, 2025, 09:45:47 AM

But in times of promotion and salary increment especially if you're a woman is what I do not understand from your point of view, what is it about women that they don't get promoted or salary increment remote jobs?

The data shows that when women work remotely or anyone with family/care responsibilities, they sometimes get noticed less for promotions or pay rises. It is called “proximity bias”. Basically, bosses may unconsciously reward people they see more in person. So, women (who statistically do more home or care work) sometimes get left out, even if they are just as good at their job

Quote from: Jewan420 on July 09, 2025, 09:59:22 AM

People in the present era prefer freedom. The regular responsibilities of 8-10 hours a day in a company make life a bit boring and make people tired. Doing the same work regularly makes people hate that work. Be it easy or difficult. I definitely would not feel comfortable doing such work.

On the other hand, giving freedom to the employees to work based on the results and working hours does not create boredom in the employees and they do not feel tired. The main reason for this is that he himself knows how much work he has to do and has a plan on how to complete the work in a specific time. He even sets the working hours and vacation time to relieve fatigue. In this way, an employee feels comfortable and can make plans to keep himself healthy.

I think this diversity in the workplace is bringing the benefits of living his own life in his own way. You can choose for yourself what kind of workplace you will survive. Not everyone has the same taste and not everyone has the same desire.

It is pretty clear from what you said that boredom and fatigue aren't always about the amount of work, but about the lack of choice. When you can decide when, where, and how you work, you get more energy back because you feel some control. That is what a lot of people are fighting for, even if companies are slow to let go of old habits. I like your point about diversity. Real freedom means being able to choose the kind of work and work environment that actually fits you. Some people thrive in a buzzing office, others do their best thinking in peace at home. The future of work probably needs to respect both

But I guess the hard part is making sure everyone really gets that choice, and it is not just something for the lucky few. Like, are companies ready to support all types, or do they just say “remote” but then reward only the people who show up in person? That is where a lot of hidden unfairness sneaks in

Quote from: EluguHcman on July 09, 2025, 11:02:30 AM

Quote from: slapper on July 09, 2025, 08:02:41 AM

Are we creating a healthy future of work or new methods of burnout? Are these so-called flexible jobs fair to all or are we creating a new form of workplace inequality? How can we make work better not just to the company but to real people?

First we must admit that as humans, we deserves to do our jobs earnestly as long as we get paid for it. Also the other side, nomatter how flexible humans maybe tasked on their respective work places, they will surely complains with excuses.

That is humans for all. We don't ever get satisfied neither grateful where there is no sign of changes in our designated work places.
Some may not be contended with their positions and some get weird of attending and doing usual tasks while some kicks against their review of payments (salary's when they job see getting tough to them). We just love to try something unusual to see how it fells or if we are going to get better results or comforts.

Also is why those working from home (remote workers) want to work from the offices due to boredom of monopoly fatigues while operational field workers feel exhausted and wish they could have their jobs done with some ease of flexibilities.

It all course we feel that burnouts and that is human nature.
That is why if a hardworking man is asked to stay at home, do nothing and just get paid for doing nothing, he will still demand to atleast do something to see his efforts put to work is the source of his incomes and while just tested the water, he would feel good nomatter the condition but once full commitments has been applied he would anticipate to opt out.

Humans can not just get a whole satisfaction.

Nobody is ever fully satisfied, right?

When work is too difficult we desire more rest. When it is too easy we desire challenge or recognition. Even if someone paid us to do nothing, we'd probably still complain about being bored! When everybody is 100% comfortable, nothing new would ever be built. People's constant “complaining” or wanting change is also how we get better pay, safer workplaces, or even new ideas like remote work. Some remote workers are bored; other office workers are trapped. Others are simply seeking a new challenge, whether it is risky or not

But I still think companies should listen to this restlessness. Not to spoil people, but because those little dissatisfactions are often early signs that something could improve, whether it is flexible hours, better pay, or more real respect at work

Quote from: Smartvirus on July 09, 2025, 12:16:58 PM

Quote from: slapper on July 09, 2025, 08:02:41 AM

Are we creating a healthy future of work or new methods of burnout? Are these so-called flexible jobs fair to all or are we creating a new form of workplace inequality? How can we make work better not just to the company but to real people?

It is true that staff are been worn out in their 9-5 jobs due to the speed in the developing world as every innovator wants to be the first line for some major breakthrough in a development. This puts staff under so much pressure that could result in several breakdowns in health.

It is also true that remote jobs can be lonely and is largely based on how much result you can deliver rather than the time spent working per day.
However, you aren’t required to be home all day to perform a task or not allowed to go out to an open space or working environment to get the job done. It all depends on where you can get the most comfort to work and get results.

When it comes to promotion and pay grade, you set the terms and if you are skilled enough, you might have it adopted rather than have them loose you to competitors.

There is a real cost to all this speed and “must-win” pressure, and a lot of people just quietly break down before anyone notices. It is not just a few stories: 82% of workers worldwide say they feel burned out. It is everywhere now

I like what you said about remote work not being chained to your house. That is so true. Sometimes we forget you can “work remote” from a café, park, or anywhere you feel alive. The best setup is the one that lets you actually think and deliver, not just sit in a box. About setting your own terms for promotion/pay, I respect that approach. It definitely works for some, especially if you have got rare skills or confidence to negotiate. But the data (and lots of people's stories) show it is still much easier to get noticed if youre seen in person, especially in big organizations. Not everyone has the same power to bargain, and sometimes companies lean on that imbalance a bit too much