Jeremiah Owyang’s tweet highlighting concerns of executives about employees possibly working part-time or engaging in side-hustles while on full-time salaries has triggered a discussion on the changing dynamics of employment in the era of remote work. This article delves into how the traditional structures and hierarchies of work, especially the middle management layer, are being challenged and potentially devalued by remote work. It also argues that these changes are exposing systemic issues and potential inefficiencies within the established paradigms of management and work structure. 

Key Points: 

1. Executives are concerned that employees may not be giving their full attention to their full-time jobs during remote work, including potentially working part-time or engaging in side-hustles while still receiving full-time salaries.
2. The shift to remote work is changing the power dynamic between workers and bosses, questioning the traditional expectations and terms of employment and labor.
3. The article challenges the role of middle managers, suggesting that in a remote setting, it becomes more apparent who is contributing actual work and value.
4. Remote work can expose dysfunction and inefficiency within an organization that may have been masked in an office environment.
5. The remote work setting threatens to devalue positions based purely on “management” which has little tangible output, thereby upending traditional career progression.

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