"Most companies were growing like crazy and offering what at the time seemed exorbitant comp packages for new talent. The Apples and Googles of the world gladly provided free dry-cleaning, luxury buses to and from work, free lunches, gym memberships, massages, even lounges for pets of all kinds. Talent was defined as those who brought out-of-the-box thinking, taking risks, and understanding how technology was changing. The challenge was how to meet the ever-demanding public's need to create new and better ways to get things done."
"The waiting period ended up being about two to three years, while many of us learned to work independently from home, either full-time or hybrid. New habits were formed, and we didn't miss having our coworkers around. No one missed fighting commuter traffic back and forth. Executives seemed to care how everyone else was adjusting to this new culture. Are you getting depressed?"
Pre-pandemic workplaces featured rapid growth, entrepreneurial energy, generous compensation, and extensive on-site perks that rewarded out-of-the-box thinking and risk-taking. Companies pursued faster information and innovation, setting a high bar for talent. COVID-19 triggered massive layoffs and closed offices, forcing many people into two to three years of remote or hybrid work and creating new habits that reduced commuting and in-person interactions. Executives monitored employee adjustment and mental health more closely. Leaders increasingly responded to health and remote-work challenges with greater empathy, flexibility, and understanding, ushering in a more compassionate leadership approach.
Read at San Diego Union-Tribune
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