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<title>Remote — David Larlet</title>
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<article>
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  <h1>Remote</h1>
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<blockquote lang="en">
<p>I think it’s important to keep this in mind: that the primary reason for the move to remote has very little to do with culture or flexibility and everything to do with shifting the costs of real estate from companies to employees.[…]</p>
<p>Because if remote work gives us anything at all, it gives us the chance to root ourselves in a place <em>that isn’t the workplace</em>. […]</p>
<p>I promise you those CEOs are the ones looking at the balance sheet and doing a calculation in their head that says that even though remote work might save them millions on real estate, <mark>the transfer of power to their employees would be too great to make that a good deal</mark>.</p>
<p><cite><em><a href="https://tinyletter.com/aworkinglibrary/letters/remote-to-who-a-working-letter">Remote to who? A working letter</a></em> (<a href="/david/cache/2021/28c97d1358ee67f26af1756246766823/">cache</a>)</cite></p>
</blockquote>
<p>Il est tentant d’espérer des remises en question, des transferts de pouvoirs. Que la situation nouvelle soit le catalyseur de certaines luttes. Mais une fois que l’on a du pouvoir, il est bien difficile de le redistribuer. Et ce pouvoir donne suffisamment de temps pour anticiper les éventuelles pertes futures de contrôle. Un cercle vicié.</p>
<p>La seule possibilité que j’entrevois serait d’être prêt·es <em>au moment</em> où la crise se déclare car ce sont les seuls instants de vulnérabilité du pouvoir en place. Mais cela nécessite une dispersion d’énergie folle et sans certitude dans un monde complexe.</p>
<p>Revenons-en au sujet&nbsp;: prendre de la distance, oh oui, beaucoup de distance…</p>

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