So then why shouldn't we trust individual experiences? What's the evidence that those reports are not reliable while management perceptions are if this stuff isn't measurable?
> Let’s say that they have data showing that new hire productivity and skill growth is much lower when senior engineers are WFH. They’re not going to share that data when forcing senior engineers to be in the office, since it could foment resentment of junior staff.
They're already fomenting resentment by making a decision to force people back to work without any evidence to justify it.
That's somehow better?
BTW, I'm not saying they're wrong! They might be completely right. But to disregard individual experience while trusting management is measuring the right things is, frankly, pretty naive. The reality is management is as much about personal beliefs, gut instinct, and good ol' fashion tradition as anything else.
I suspect it's far more likely that management at Google simply doesn't like the idea of fully remote employees, not based on any specific data points, but simply because that's their preference. But assuming that's true, it's better to simply admit that then to make pseudo-scientific arguments to justify those preexisting beliefs.
There's another term for that: Confirmation bias.
That's fine, but let's not pretend your opinion is any more valid than anyone else's, including the individual employees who feel differently.
The reality is no one, here, is actually basing their opinion on data. Absent that this is basically faith. Which is great 'cuz then we can all just agree to disagree. ;)
I like this question. Let’s say that we can create a list of 10 quantitative measures of the story, all binary and all comparative, e.g. which has the best pacing? which makes the best use of supporting characters? Now we can total up the answers and produce a number, e.g. Macbeth is better than the Da Vinci Code in 30% of our measures.
You could repeat this process pair-wise with lots of books and produce a ranking.
Also, not all measurements should be shared. Let’s say that they have data showing that new hire productivity and skill growth is much lower when senior engineers are WFH. They’re not going to share that data when forcing senior engineers to be in the office, since it could foment resentment of junior staff.