Nick Bloom, Professor of Economics at Stanford University and co-Founder of wfhresearch.com and wfhmap.com, has studied remote work for over two decades. Nick discusses fundamental data issues, sources, and collection as well as understanding macro and firm level productivity. He talks about the demise of RTO (return to office) efforts and the stabilization of hybrid models. Nick describes the changing attitudes and demographics of people working from home. He also shares insights about HR’s rising strategic importance as talent management increases in complexity.   KEY TAKEAWAYS   [03:02] Born and educated in the UK, Nick starts off consulting and working at HM Treasury.   [03:35] On a speaking engagement in California, Nick is offered a job and returns to live long-term.   [04:42] Nick was interested in management practices early on and, as a child, experienced both parents working from home.   [05:22] One of Nick’s students is a travel agent. Their randomized WFH trial generates much interest.   [04:42] Focused on daily commuting, early WFH data only tracked fully remote or fully in the office.   [06:50] Nick begins bridging the gap and finding multiple sources as government data collection lags.   [07:35] Nick finds ways to collect reliable and more frequent data from many businesses.   [09:41] Productivity is easy enough to measure at the macro level, critical for setting interest rates.   [10:31] At the firm level, productivity is very hard to measure for many disciplines and jobs.   [11:34] Initially surprised at the pandemic’s duration and effect on WFH, Nick then visualizes the tombstone for Return To Office.   [12:35] Nick explains the inherent bias in Kastle’a data for trending upwards.   [14:01] The perception of working from home is much more positive than a decade ago.   [15:28] People working remotely are now more likely to be higher paid professionals.   [16:25] The leisure boom resulting from reduced commuting—why not play golf then?!   [17:57] With hybrid stabilizing, HR is more important to manage more complex talent dynamics.   [20:55] In-person outperforms virtual teaching for now, but Nick expects this to evolve.   [22:11] How important coordination is to improve in-office experiences and activities.   [23:34] MOOC (Massive Open Online Courses) learning is likely to improve dramatically with technology advances (e.g. new headsets).   [25:58] Why CEOs tend to have the most negative opinions about remote working.   [26:49] At all levels, most people find no change to corporate culture caused by working from home.   [27:32] A reasonable cadence of in-person connection to build and maintain culture.   [28:49] Nick was amazed hybrid stabilized so quickly.   [29:33] Top human resources pay has risen steeply recently to support new work- and talent-related developments.   [31:10] How work arrangements are best tailored for the target audience, product/service, and talent.   [32:16] IMMEDIATE ACTION TIP: Your priority should be getting your hybrid model to work. If compliance is low for four days a week in the office, try one or two days and make those a success so people feel it’s valuable time spent in the office (not on Zoom).     RESOURCES   Nick Bloom on LinkedIn wfhresearch.com wfhmap.com