This whole “people goof off at home and cheat” for WFH betrays the managerial distaste/mistrust for individual contributors, as if the ones at the top are honest and those at the bottom are slackers. If you define deliverables and timelines, it doesn’t matter where your team is.
That you need them to show up to work to keep control just betrays your own inability to manage, your employees aren’t your teenage kids. The fact that you don’t trust your employees displays an underlying organizational and personal malady that has nothing to do with WFH
Yes when employees are new and trust needs to be built I can understand the need for line of sight supervision. Not for people who have been working for more than 2 quarters. If trust hasn’t been built by that time, there are other conversations that need to be had.
