Podcasts about return to office

ถ้าบริษัทกำหนดใช้นโยบาย RTO (Return to Office) และทำให้เราต้องตื่นเช้าเพื่อเดินทางเข้าบริษัททุกวันจะยอมไหม? หลายคนที่คุ้นชินกับชีวิตคนทำงานแบบ Work from Anywhere อาจจะรู้สึกไม่เห็นด้วยกับนโยบายที่ดึงให้พนักงานกลับเข้าออฟฟิศ แต่พนักงาน Gen Z มากถึง 1 ใน 3 กลับไม่คิดอย่างนั้น . เมื่อออฟฟิศกลายเป็นพื้นที่ที่เหมาะกับการพบเจอคนใหม่ๆ และความสัมพันธ์ดีๆ โดยเฉพาะ ‘คนที่ใช่' ที่อาจมาในรูปแบบเพื่อนร่วมงาน ทำให้คนทำงานรุ่นใหม่ตื่นเต้นกับการเข้าออฟฟิศยิ่งกว่าใครแล้ว HR จะต้องรับมืออย่างไร? ติดตามได้ในพอดแคสต์ 5M EP. นี้ . . #worklife #relationship #goodtime #5minutespodcast #missiontothemoonpodcast

ถ้าบริษัทกำหนดใช้นโยบาย RTO (Return to Office) และทำให้เราต้องตื่นเช้าเพื่อเดินทางเข้าบริษัททุกวันจะยอมไหม? หลายคนที่คุ้นชินกับชีวิตคนทำงานแบบ Work from Anywhere อาจจะรู้สึกไม่เห็นด้วยกับนโยบายที่ดึงให้พนักงานกลับเข้าออฟฟิศ แต่พนักงาน Gen Z มากถึง 1 ใน 3 กลับไม่คิดอย่างนั้น . เมื่อออฟฟิศกลายเป็นพื้นที่ที่เหมาะกับการพบเจอคนใหม่ๆ และความสัมพันธ์ดีๆ โดยเฉพาะ ‘คนที่ใช่' ที่อาจมาในรูปแบบเพื่อนร่วมงาน ทำให้คนทำงานรุ่นใหม่ตื่นเต้นกับการเข้าออฟฟิศยิ่งกว่าใครแล้ว HR จะต้องรับมืออย่างไร? ติดตามได้ในพอดแคสต์ 5M EP. นี้ . . #worklife #relationship #goodtime #5minutespodcast #missiontothemoonpodcast

ถ้าบริษัทกำหนดใช้นโยบาย RTO (Return to Office) และทำให้เราต้องตื่นเช้าเพื่อเดินทางเข้าบริษัททุกวันจะยอมไหม? หลายคนที่คุ้นชินกับชีวิตคนทำงานแบบ Work from Anywhere อาจจะรู้สึกไม่เห็นด้วยกับนโยบายที่ดึงให้พนักงานกลับเข้าออฟฟิศ แต่พนักงาน Gen Z มากถึง 1 ใน 3 กลับไม่คิดอย่างนั้น . เมื่อออฟฟิศกลายเป็นพื้นที่ที่เหมาะกับการพบเจอคนใหม่ๆ และความสัมพันธ์ดีๆ โดยเฉพาะ ‘คนที่ใช่' ที่อาจมาในรูปแบบเพื่อนร่วมงาน ทำให้คนทำงานรุ่นใหม่ตื่นเต้นกับการเข้าออฟฟิศยิ่งกว่าใครแล้ว HR จะต้องรับมืออย่างไร? ติดตามได้ในพอดแคสต์ 5M EP. นี้ . . #worklife #relationship #goodtime #5minutespodcast #missiontothemoonpodcast

Dans cet épisode, Arnaud et Guillaume discutent des dernières évolutions dans le monde de la programmation, notamment les nouveautés de Java 25, JUnit 6, et Jackson 3. Ils abordent également les récents développements en IA, les problèmes rencontrés dans le cloud, et l'état actuel de React et du web. Dans cette conversation, les intervenants abordent divers sujets liés à la technologie, notamment les spécifications de Wasteme, l'utilisation des UUID dans les bases de données, l'approche RAG en intelligence artificielle, les outils MCP, et la création d'images avec Nano Banana. Ils discutent également des complexités du format YAML, des récents dramas dans la communauté Ruby, de l'importance d'une bonne documentation, des politiques de retour au bureau, et des avancées de Cloud Code. Enfin, ils évoquent l'initiative de cafés IA pour démystifier l'intelligence artificielle. Enregistré le 24 octobre 2025 Téléchargement de l'épisode LesCastCodeurs-Episode-331.mp3 ou en vidéo sur YouTube. News Langages GraalVM se détache du release train de Java https://blogs.oracle.com/java/post/detaching-graalvm-from-the-java-ecosystem-train Un article de Loic Mathieu sur Java 25 et ses nouvelles fonctionalités https://www.loicmathieu.fr/wordpress/informatique/java-25-whats-new/ Sortie de Groovy 5.0 ! https://groovy-lang.org/releasenotes/groovy-5.0.html Groovy 5: Évolution des versions précédentes, nouvelles fonctionnalités et simplification du code. Compatibilité JDK étendue: Full support JDK 11-25, fonctionnalités JDK 17-25 disponibles sur les JDK plus anciens. Extension majeure des méthodes: Plus de 350 méthodes améliorées, opérations sur tableaux jusqu'à 10x plus rapides, itérateurs paresseux. Améliorations des transformations AST: Nouveau @OperatorRename, génération automatique de @NamedParam pour @MapConstructor et copyWith. REPL (groovysh) modernisé: Basé sur JLine 3, support multi-plateforme, coloration syntaxique, historique et complétion. Meilleure interopérabilité Java: Pattern Matching pour instanceof, support JEP-512 (fichiers source compacts et méthodes main d'instance). Standards web modernes: Support Jakarta EE (par défaut) et Javax EE (héritage) pour la création de contenu web. Vérification de type améliorée: Contrôle des chaînes de format plus robuste que Java. Additions au langage: Génération d'itérateurs infinis, variables d'index dans les boucles, opérateur d'implication logique ==>. Améliorations diverses: Import automatique de java.time.**, var avec multi-assignation, groupes de capture nommés pour regex (=~), méthodes utilitaires de graphiques à barres ASCII. Changements impactants: Plusieurs modifications peuvent nécessiter une adaptation du code existant (visibilité, gestion des imports, comportement de certaines méthodes). **Exigences JDK*: Construction avec JDK17+, exécution avec JDK11+. Librairies Intégration de LangChain4j dans ADK pour Java, permettant aux développeurs d'utiliser n'importe quel LLM avec leurs agents ADK https://developers.googleblog.com/en/adk-for-java-opening-up-to-third-party-language-models-via-langchain4j-integration/ ADK pour Java 0.2.0 : Nouvelle version du kit de développement d'agents de Google. Intégration LangChain4j : Ouvre ADK à des modèles de langage tiers. Plus de choix de LLM : En plus de Gemini et Claude, accès aux modèles d'OpenAI, Anthropic, Mistral, etc. Modèles locaux supportés : Utilisation possible de modèles via Ollama ou Docker Model Runner. Améliorations des outils : Création d'outils à partir d'instances d'objets, meilleur support asynchrone et contrôle des boucles d'exécution. Logique et mémoire avancées : Ajout de callbacks en chaîne et de nouvelles options pour la gestion de la mémoire et le RAG (Retrieval-Augmented Generation). Build simplifié : Introduction d'un POM parent et du Maven Wrapper pour un processus de construction cohérent. JUnit 6 est sorti https://docs.junit.org/6.0.0/release-notes/ :sparkles: Java 17 and Kotlin 2.2 baseline :sunrise_over_mountains: JSpecify nullability annotations :airplane_departure: Integrated JFR support :suspension_railway: Kotlin suspend function support :octagonal_sign: Support for cancelling test execution :broom: Removal of deprecated APIs JGraphlet, une librairie Java sans dépendances pour créer des graphes de tâches à exécuter https://shaaf.dev/post/2025-08-25-think-in-graphs-not-just-chains-jgraphlet-for-taskpipelines/ JGraphlet: Bibliothèque Java légère (zéro-dépendance) pour construire des pipelines de tâches. Principes clés: Simplicité, basée sur un modèle d'exécution de graphe. Tâches: Chaque tâche a une entrée/sortie, peut être asynchrone (Task) ou synchrone (SyncTask). Pipeline: Un TaskPipeline construit et exécute le graphe, gère les I/O. Modèle Graph-First: Le flux de travail est un Graphe Orienté Acyclique (DAG). Définition des tâches comme des nœuds, des connexions comme des arêtes. Support naturel des motifs fan-out et fan-in. API simple: addTask("id", task), connect("fromId", "toId"). Fan-in: Une tâche recevant plusieurs entrées reçoit une Map (clés = IDs des tâches parentes). Exécution: pipeline.run(input) retourne un CompletableFuture (peut être bloquant via .join() ou asynchrone). Cycle de vie: TaskPipeline est AutoCloseable, garantissant la libération des ressources (try-with-resources). Contexte: PipelineContext pour partager des données/métadonnées thread-safe entre les tâches au sein d'une exécution. Mise en cache: Option de mise en cache pour les tâches afin d'éviter les re-calculs. Au tour de Microsoft de lancer son (Microsoft) Agent Framework, qui semble être une fusion / réécriture de AutoGen et de Semnatic Kernel https://x.com/pyautogen/status/1974148055701028930 Plus de détails dans le blog post : https://devblogs.microsoft.com/foundry/introducing-microsoft-agent-framework-the-open-source-engine-for-agentic-ai-apps/ SDK & runtime open-source pour systèmes multi-agents sophistiqués. Unifie Semantic Kernel et AutoGen. Piliers : Standards ouverts (MCP, A2A, OpenAPI) et interopérabilité. Passerelle recherche-production (patterns AutoGen pour l'entreprise). Extensible, modulaire, open-source, connecteurs intégrés. Prêt pour la production (observabilité, sécurité, durabilité, "human in the loop"). Relation SK/AutoGen : S'appuie sur eux, ne les remplace pas, simplifie la migration. Intégrations futures : Alignement avec Microsoft 365 Agents SDK et Azure AI Foundry Agent Service. Sortie de Jackson 3.0 (bientôt les Jackson Five !!!) https://cowtowncoder.medium.com/jackson-3-0-0-ga-released-1f669cda529a Jackson 3.0.0 a été publié le 3 octobre 2025. Objectif : base propre pour le développement à long terme, suppression de la dette technique, architecture simplifiée, amélioration de l'ergonomie. Principaux changements : Baseline Java 17 requise (vs Java 8 pour 2.x). Group ID Maven et package Java renommés en tools.jackson pour la coexistence avec Jackson 2.x. (Exception: jackson-annotations ne change pas). Suppression de toutes les fonctionnalités @Deprecated de Jackson 2.x et renommage de plusieurs entités/méthodes clés. Modification des paramètres de configuration par défaut (ex: FAIL_ON_UNKNOWN_PROPERTIES désactivé). ObjectMapper et TokenStreamFactory sont désormais immutables, la configuration se fait via des builders. Passage à des exceptions de base non vérifiées (JacksonException) pour plus de commodité. Intégration des "modules Java 8" (pour les noms de paramètres, Optional, java.time) directement dans l'ObjectMapper par défaut. Amélioration du modèle d'arbre JsonNode (plus de configurabilité, meilleure gestion des erreurs). Testcontainers Java 2.0 est sorti https://github.com/testcontainers/testcontainers-java/releases/tag/2.0.0 Removed JUnit 4 support -> ups Grails 7.0 est sortie, avec son arrivée à la fondation Apache https://grails.apache.org/blog/2025-10-18-introducing-grails-7.html Sortie d'Apache Grails 7.0.0 annoncée le 18 octobre 2025. Grails est devenu un projet de premier niveau (TLP) de l'Apache Software Foundation (ASF), graduant d'incubation. Mise à jour des dépendances vers Groovy 4.0.28, Spring Boot 3.5.6, Jakarta EE. Tout pour bien démarrer et développer des agents IA avec ADK pour Java https://glaforge.dev/talks/2025/10/22/building-ai-agents-with-adk-for-java/ Guillaume a partagé plein de resources sur le développement d'agents IA avec ADK pour Java Un article avec tous les pointeurs Un slide deck et l'enregistrement vidéo de la présentation faite lors de Devoxx Belgique Un codelab avec des instructions pour démarrer et créer ses premiers agents Plein d'autres samples pour s'inspirer et voir les possibilités offertes par le framework Et aussi un template de projet sur GitHub, avec un build Maven et un premier agent d'exemple Cloud Internet cassé, du moins la partie hébergée par AWS #hugops https://www.theregister.com/2025/10/20/aws_outage_amazon_brain_drain_corey_quinn/ Panne majeure d'AWS (région US-EAST-1) : problème DNS affectant DynamoDB, service fondamental, causant des défaillances en cascade de nombreux services internet. Réponse lente : 75 minutes pour identifier la cause profonde; la page de statut affichait initialement "tout va bien". Cause sous-jacente principale : "fuite des cerveaux" (départ d'ingénieurs AWS seniors). Perte de connaissances institutionnelles : des décennies d'expertise critique sur les systèmes AWS et les modes de défaillance historiques parties avec ces départs. Prédictions confirmées : un ancien d'AWS avait anticipé une augmentation des pannes majeures en 2024. Preuves de la perte de talents : Plus de 27 000 licenciements chez Amazon (2022-2025). Taux élevé de "départs regrettés" (69-81%). Mécontentement lié à la politique de "Return to Office" et au manque de reconnaissance de l'expertise. Conséquences : les nouvelles équipes, plus réduites, manquent de l'expérience nécessaire pour prévenir les pannes ou réduire les temps de récupération. Perspective : Le marché pourrait pardonner cette fois, mais le problème persistera, rendant les futurs incidents plus probables. Web React a gagné "par défaut" https://www.lorenstew.art/blog/react-won-by-default/ React domine par défaut, non par mérite technique, étouffant ainsi l'innovation front-end. Choix par réflexe ("tout le monde connaît React"), freinant l'évaluation d'alternatives potentiellement supérieures. Fondations techniques de React (V-DOM, complexité des Hooks, Server Components) vues comme des contraintes actuelles. Des frameworks innovants (Svelte pour la compilation, Solid pour la réactivité fine, Qwik pour la "resumability") offrent des modèles plus performants mais sont sous-adoptés. La monoculture de React génère une dette technique (runtime, réconciliation) et centre les compétences sur le framework plutôt que sur les fondamentaux web. L'API React est complexe, augmentant la charge cognitive et les risques de bugs, contrairement aux alternatives plus simples. L'effet de réseau crée une "prison": offres d'emploi spécifiques, inertie institutionnelle, leaders choisissant l'option "sûre". Nécessité de choisir les frameworks selon les contraintes du projet et le mérite technique, non par inertie. Les arguments courants (maturité de l'écosystème, recrutement, bibliothèques, stabilité) sont remis en question; une dépendance excessive peut devenir un fardeau. La monoculture ralentit l'évolution du web et détourne les talents, nuisant à la diversité essentielle pour un écosystème sain et innovant. Promouvoir la diversité des frameworks pour un écosystème plus résilient et innovant. WebAssembly 3 est sortie https://webassembly.org/news/2025-09-17-wasm-3.0/ Data et Intelligence Artificielle UUIDv4 ou UUIDv7 pour vos clés primaires ? Ça dépend… surtout pour les bases de données super distribuées ! https://medium.com/google-cloud/understanding-uuidv7-and-its-impact-on-cloud-spanner-b8d1a776b9f7 UUIDv4 : identifiants entièrement aléatoires. Cause des problèmes de performance dans les bases de données relationnelles (ex: PostgreSQL, MySQL, SQL Server) utilisant des index B-Tree. Inserts aléatoires réduisent l'efficacité du cache, entraînent des divisions de pages et la fragmentation. UUIDv7 : nouveau standard conçu pour résoudre ces problèmes. Intègre un horodatage (48 bits) en préfixe de l'identifiant, le rendant ordonné temporellement et "k-sortable". Améliore la performance dans les bases B-Tree en favorisant les inserts séquentiels, la localité du cache et réduisant la fragmentation. Problème de UUIDv7 pour certaines bases de données distribuées et scalables horizontalement comme Spanner : La nature séquentielle d'UUIDv7 (via l'horodatage) crée des "hotspots d'écriture" (points chauds) dans Spanner. Spanner distribue les données en "splits" (partitions) basées sur les plages de clés. Les clés séquentielles concentrent les écritures sur un seul "split". Ceci empêche Spanner de distribuer la charge et de scaler les écritures, créant un goulot d'étranglement ("anti-pattern"). Quand ce n'est PAS un problème pour Spanner : Si le taux d'écriture total est inférieur à environ 3 500 écritures/seconde pour un seul "split". Le hotspot est "bénin" à cette échelle et n'entraîne pas de dégradation de performance. Solutions pour Spanner : Principe clé : S'assurer que la première partie de la clé primaire est NON séquentielle pour distribuer les écritures. UUIDv7 peut être utilisé, mais pas comme préfixe. Nouvelle conception ("greenfield") : ▪︎ Utiliser une clé primaire non-séquentielle (ex: UUIDv4 simple). Pour les requêtes basées sur le temps, créer un index secondaire sur la colonne d'horodatage, mais le SHARDER (ex: shardId) pour éviter les hotspots sur l'index lui-même. Migration (garder UUIDv7) : ▪︎ Ajouter un préfixe de sharding : Introduire une colonne `shard` calculée (ex: `MOD(ABS(FARM_FINGERPRINT(order_id_v7)), N)`) et l'utiliser comme PREMIER élément d'une clé primaire composite (`PRIMARY KEY (shard, order_id_v7)`). Réordonner les colonnes (si clé primaire composite existante) : Si la clé primaire est déjà composite (ex: (order_id_v7, tenant_id)), réordonner en (tenant_id, order_id_v7). Cela aide si tenant_id a une cardinalité élevée et distribue bien. (Un tenant_id très actif pourrait toujours nécessiter un préfixe de sharding supplémentaire). RAG en prod, comment améliorer la pertinence des résultats https://blog.abdellatif.io/production-rag-processing-5m-documents Démarrage rapide avec Langchain + Llamaindex: prototype fonctionnel, mais résultats de production jugés "subpar" par les utilisateurs. Ce qui a amélioré la performance (par ROI): Génération de requêtes: LLM crée des requêtes sémantiques et mots-clés multiples basées sur le fil de discussion pour une meilleure couverture. Reranking: La technique la plus efficace, modifie grandement le classement des fragments (chunks). Stratégie de découpage (Chunking): Nécessite beaucoup d'efforts, compréhension des données, création de fragments logiques sans coupures. Métadonnées à l'LLM: L'injection de métadonnées (titre, auteur) améliore le contexte et les réponses. Routage de requêtes: Détecte et traite les questions non-RAG (ex: résumer, qui a écrit) via API/LLM distinct. Outillage Créer un serveur MCP (mode HTTP Streamable) avec Micronaut et quelques éléments de comparaison avec Quarkus https://glaforge.dev/posts/2025/09/16/creating-a-streamable-http-mcp-server-with-micronaut/ Micronaut propose désormais un support officiel pour le protocole MCP. Exemple : un serveur MCP pour les phases lunaires (similaire à une version Quarkus pour la comparaison). Définition des outils MCP via les annotations @Tool et @ToolArg. Point fort : Micronaut gère automatiquement la validation des entrées (ex: @NotBlank, @Pattern), éliminant la gestion manuelle des erreurs. Génération automatique de schémas JSON détaillés pour les structures d'entrée/sortie grâce à @JsonSchema. Nécessite une configuration pour exposer les schémas JSON générés comme ressources statiques. Dépendances clés : micronaut-mcp-server-java-sdk et les modules json-schema. Testé avec l'inspecteur MCP et intégration avec l'outil Gemini CLI. Micronaut offre une gestion élégante des entrées/sorties structurées grâce à son support JSON Schema riche. Un agent IA créatif : comment utiliser le modèle Nano Banana pour générer et éditer des images (en Java, avec ADK) https://glaforge.dev/posts/2025/09/22/creative-ai-agents-with-adk-and-nano-banana/ Modèles de langage (LLM) deviennent multimodaux : traitent diverses entrées (texte, images, vidéo, audio). Nano Banana (gemini-2.5-flash-image-preview) : modèle Gemini, génère et édite des images, pas seulement du texte. ADK (Agent Development Kit pour Java) : pour configurer des agents IA créatifs utilisant ce type de modèle. Application : Base pour des workflows créatifs complexes (ex: agent de marketing, enchaînement d'agents pour génération d'assets). Un vieil article (6 mois) qui illustre les problèmes du format de fichier YAML https://ruudvanasseldonk.com/2023/01/11/the-yaml-document-from-hell YAML est extrêmement complexe malgré son objectif de convivialité humaine. Spécification volumineuse et versionnée (YAML 1.1, 1.2 diffèrent significativement). Comportements imprévisibles et "pièges" (footguns) courants : Nombres sexagésimaux (ex: 22:22 parsé comme 1342 en YAML 1.1). Tags (!.git) pouvant mener à des erreurs ou à l'exécution de code arbitraire. "Problème de la Norvège" : no interprété comme false en YAML 1.1. Clés non-chaînes de caractères (on peut devenir une clé booléenne True). Nombres accidentels si non-guillemets (ex: 10.23 comme flottant). La coloration syntaxique n'est pas fiable pour détecter ces subtilités. Le templating de documents YAML est une mauvaise idée, source d'erreurs et complexe à gérer. Alternatives suggérées : TOML : Similaire à YAML mais plus sûr (chaînes toujours entre guillemets), permet les commentaires. JSON avec commentaires (utilisé par VS Code), mais moins répandu. Utiliser un sous-ensemble simple de YAML (difficile à faire respecter). Générer du JSON à partir de langages de programmation plus puissants : ▪︎ Nix : Excellent pour l'abstraction et la réutilisation de configuration. Python : Facilite la création de JSON avec commentaires et logique. Gros binz dans la communauté Ruby, avec l'influence de grosses boîtes, et des pratiques un peu douteuses https://joel.drapper.me/p/rubygems-takeover/ Méthodologies Les qualités d'une bonne documentation https://leerob.com/docs Rapidité Chargement très rapide des pages (préférer statique). Optimisation des images, polices et scripts. Recherche ultra-rapide (chargement et affichage des résultats). Lisibilité Concise, éviter le jargon technique. Optimisée pour le survol (gras, italique, listes, titres, images). Expérience utilisateur simple au départ, complexité progressive. Multiples exemples de code (copier/coller). Utilité Documenter les solutions de contournement (workarounds). Faciliter le feedback des lecteurs. Vérification automatisée des liens morts. Matériel d'apprentissage avec un curriculum structuré. Guides de migration pour les changements majeurs. Compatible IA Trafic majoritairement via les crawlers IA. Préférer cURL aux "clics", les prompts aux tutoriels. Barre latérale "Demander à l'IA" référençant la documentation. Prêt pour les agents Faciliter le copier/coller de contenu en Markdown pour les chatbots. Possibilité de visualiser les pages en Markdown (ex: via l'URL). Fichier llms.txt comme répertoire de fichiers Markdown. Finition soignée Zones de clic généreuses (boutons, barres latérales). Barres latérales conservant leur position de défilement et état déplié. Bons états actifs/survol. Images OG dynamiques. Titres/sections lienables avec ancres stables. Références et liens croisés entre guides, API, exemples. Balises méta/canoniques pour un affichage propre dans les moteurs de recherche. Localisée Pas de /en par défaut dans l'URL. Routage côté serveur pour la langue. Localisation des chaînes statiques et du contenu. Responsive Excellents menus mobiles / support Safari iOS. Info-bulles sur desktop, popovers sur mobile. Accessible Lien "ignorer la navigation" vers le contenu principal. Toutes les images avec des balises alt. Respect des paramètres système de mouvement réduit. Universelle Livrer la documentation "en tant que code" (JSDoc, package). Livrer via des plateformes comme Context7, ou dans node_modules. Fichiers de règles (ex: AGENTS.md) avec le produit. Évaluations et modèles spécifiques recommandés pour le produit. Loi, société et organisation Microsoft va imposer une politique de Return To Office https://www.businessinsider.com/microsoft-execs-explain-rto-mandate-in-internal-meeting-2025-9 Microsoft impose 3 jours de présence au bureau par semaine à partir de février 2026, débutant par la région de Seattle Le CEO Satya Nadella explique que le télétravail a affaibli les liens sociaux nécessaires à l'innovation Les dirigeants citent des données internes montrant que les employés présents au bureau "prospèrent" davantage L'équipe IA de Microsoft doit être présente 4 jours par semaine, règles plus strictes pour cette division stratégique Les employés peuvent demander des exceptions jusqu'au 19 septembre 2025 pour trajets complexes ou absence d'équipe locale Amy Coleman (RH) affirme que la collaboration en personne améliore l'énergie et les résultats, surtout à l'ère de l'IA La politique s'appliquera progressivement aux 228 000 employés dans le monde après les États-Unis Les réactions sont mitigées, certains employés critiquent la perte d'autonomie et les bureaux inadéquats Microsoft rattrape ses concurrents tech qui ont déjà imposé des retours au bureau plus stricts Cette décision intervient après 15 000 licenciements en 2025, créant des tensions avec les employés Comment Claude Code est né ? (l'histoire de sa création) https://newsletter.pragmaticengineer.com/p/how-claude-code-is-built Claude Code : outil de développement "AI-first" créé par Boris Cherny, Sid Bidasaria et Cat Wu. Performance impressionnante : 500M$ de revenus annuels, utilisation multipliée par 10 en 3 mois. Adoption interne massive : Plus de 80% des ingénieurs d'Anthropic l'utilisent quotidiennement, y compris les data scientists. Augmentation de productivité : 67% d'augmentation des Pull Requests (PR) par ingénieur malgré le doublement de l'équipe. Origine : Commande CLI simple évoluant vers un outil accédant au système de fichiers, exploitant le "product overhang" du modèle Claude. Raison du lancement public : Apprendre sur la sécurité et les capacités des modèles d'IA. Pile technologique "on distribution" : TypeScript, React (avec Ink), Yoga, Bun. Choisie car le modèle Claude est déjà très performant avec ces technologies. "Claude Code écrit 90% de son propre code" : Le modèle prend en charge la majeure partie du développement. Architecture légère : Simple "shell" autour du modèle Claude, minimisant la logique métier et le code (suppression constante de code superflu). Exécution locale : Privilégiée pour sa simplicité, sans virtualisation. Sécurité : Système de permissions granulaire demandant confirmation avant chaque action potentiellement dangereuse (ex: suppression de fichiers). Développement rapide : Jusqu'à 100 releases internes/jour, 1 release externe/jour. 5 Pull Requests/ingénieur/jour. Prototypage ultra-rapide (ex: 20+ prototypes d'une fonctionnalité en quelques heures) grâce aux agents IA. Innovation UI/UX : Redéfinit l'expérience du terminal grâce à l'interaction LLM, avec des fonctionnalités comme les sous-agents, les styles de sortie configurables, et un mode "Learning". Le 1er Café IA publique a Paris https://www.linkedin.com/pulse/my-first-caf%25C3%25A9-ia-paris-room-full-curiosity-an[…]o-goncalves-r9ble/?trackingId=%2FPHKdAimR4ah6Ep0Qbg94w%3D%3D Conférences La liste des conférences provenant de Developers Conferences Agenda/List par Aurélie Vache et contributeurs : 30-31 octobre 2025 : Agile Tour Bordeaux 2025 - Bordeaux (France) 30-31 octobre 2025 : Agile Tour Nantais 2025 - Nantes (France) 30 octobre 2025-2 novembre 2025 : PyConFR 2025 - Lyon (France) 4-7 novembre 2025 : NewCrafts 2025 - Paris (France) 5-6 novembre 2025 : Tech Show Paris - Paris (France) 5-6 novembre 2025 : Red Hat Summit: Connect Paris 2025 - Paris (France) 6 novembre 2025 : dotAI 2025 - Paris (France) 6 novembre 2025 : Agile Tour Aix-Marseille 2025 - Gardanne (France) 7 novembre 2025 : BDX I/O - Bordeaux (France) 12-14 novembre 2025 : Devoxx Morocco - Marrakech (Morocco) 13 novembre 2025 : DevFest Toulouse - Toulouse (France) 15-16 novembre 2025 : Capitole du Libre - Toulouse (France) 19 novembre 2025 : SREday Paris 2025 Q4 - Paris (France) 19-21 novembre 2025 : Agile Grenoble - Grenoble (France) 20 novembre 2025 : OVHcloud Summit - Paris (France) 21 novembre 2025 : DevFest Paris 2025 - Paris (France) 24 novembre 2025 : Forward Data & AI Conference - Paris (France) 27 novembre 2025 : DevFest Strasbourg 2025 - Strasbourg (France) 28 novembre 2025 : DevFest Lyon - Lyon (France) 1-2 décembre 2025 : Tech Rocks Summit 2025 - Paris (France) 4-5 décembre 2025 : Agile Tour Rennes - Rennes (France) 5 décembre 2025 : DevFest Dijon 2025 - Dijon (France) 9-11 décembre 2025 : APIdays Paris - Paris (France) 9-11 décembre 2025 : Green IO Paris - Paris (France) 10-11 décembre 2025 : Devops REX - Paris (France) 10-11 décembre 2025 : Open Source Experience - Paris (France) 11 décembre 2025 : Normandie.ai 2025 - Rouen (France) 14-17 janvier 2026 : SnowCamp 2026 - Grenoble (France) 29-31 janvier 2026 : Epitech Summit 2026 - Paris - Paris (France) 2-5 février 2026 : Epitech Summit 2026 - Moulins - Moulins (France) 2-6 février 2026 : Web Days Convention - Aix-en-Provence (France) 3 février 2026 : Cloud Native Days France 2026 - Paris (France) 3-4 février 2026 : Epitech Summit 2026 - Lille - Lille (France) 3-4 février 2026 : Epitech Summit 2026 - Mulhouse - Mulhouse (France) 3-4 février 2026 : Epitech Summit 2026 - Nancy - Nancy (France) 3-4 février 2026 : Epitech Summit 2026 - Nantes - Nantes (France) 3-4 février 2026 : Epitech Summit 2026 - Marseille - Marseille (France) 3-4 février 2026 : Epitech Summit 2026 - Rennes - Rennes (France) 3-4 février 2026 : Epitech Summit 2026 - Montpellier - Montpellier (France) 3-4 février 2026 : Epitech Summit 2026 - Strasbourg - Strasbourg (France) 3-4 février 2026 : Epitech Summit 2026 - Toulouse - Toulouse (France) 4-5 février 2026 : Epitech Summit 2026 - Bordeaux - Bordeaux (France) 4-5 février 2026 : Epitech Summit 2026 - Lyon - Lyon (France) 4-6 février 2026 : Epitech Summit 2026 - Nice - Nice (France) 12-13 février 2026 : Touraine Tech #26 - Tours (France) 26-27 mars 2026 : SymfonyLive Paris 2026 - Paris (France) 31 mars 2026 : ParisTestConf - Paris (France) 16-17 avril 2026 : MiXiT 2026 - Lyon (France) 22-24 avril 2026 : Devoxx France 2026 - Paris (France) 23-25 avril 2026 : Devoxx Greece - Athens (Greece) 6-7 mai 2026 : Devoxx UK 2026 - London (UK) 22 mai 2026 : AFUP Day 2026 Lille - Lille (France) 22 mai 2026 : AFUP Day 2026 Paris - Paris (France) 22 mai 2026 : AFUP Day 2026 Bordeaux - Bordeaux (France) 22 mai 2026 : AFUP Day 2026 Lyon - Lyon (France) 17 juin 2026 : Devoxx Poland - Krakow (Poland) 4 septembre 2026 : JUG Summer Camp 2026 - La Rochelle (France) 17-18 septembre 2026 : API Platform Conference 2026 - Lille (France) 5-9 octobre 2026 : Devoxx Belgium - Antwerp (Belgium) Nous contacter Pour réagir à cet épisode, venez discuter sur le groupe Google https://groups.google.com/group/lescastcodeurs Contactez-nous via X/twitter https://twitter.com/lescastcodeurs ou Bluesky https://bsky.app/profile/lescastcodeurs.com Faire un crowdcast ou une crowdquestion Soutenez Les Cast Codeurs sur Patreon https://www.patreon.com/LesCastCodeurs Tous les épisodes et toutes les infos sur https://lescastcodeurs.com/

Comprehensive coverage of the day's news with a focus on war and peace; social, environmental and economic justice. Democrats sweep first general elections since Trump's return to office, dealing rebuke to Trump and GOP policies; Senate confirms Trump nominee Tung to federal appeals court for 9th Circuit, covering California and western states; Supreme Court justices skeptical of Trump tariff powers as it holds lengthy court hearing; UCLA faculty to pack courthouse for lawsuit over Trump demands on higher education; Activists call for review of Berkeley art student Timothy Charles Lee death, ruled suicide 40 years ago; UN launches “catch-up” immunization for Gaza children who missed vaccination due to war   The post Democrats sweep first general elections since Trump's return to office; Supreme Court skeptical of Trump tariff powers at court hearing – November 5, 2025 appeared first on KPFA.

Key Takeaways From the podcast 1. How shared values turn workplace mandates into a sense of belonging 2. Why curiosity and openness help leaders co-create solutions with their teams 3. How change happens when leaders listen, include, and lead by example

Vancouver joins a growing wave of Canadian governments mandating full-time office returns as debates over remote work's productivity and satisfaction continue.   Read the full article here: https://www.coastalfront.ca/read/city-of-vancouver-orders-1400-employees-back-amid-return-to-office   PODCAST INFO:

There's a moment every HR professional remembers — that first email, that first conversation, that first tremor in the air when “return to office” stopped being a policy discussion and started being personal. Three years ago, the message was simple: Stay home, stay safe. Now it's: Come back. And in between, everything about how we work — and what we value — has changed.In this episode of Human Solutions, Pete Wright sits down with AIM HR Solutions' Tom Jones and Annette Dupree to explore the strange, often uneasy middle ground between flexibility and structure, empathy and compliance. It's a story about the quiet negotiations happening in every workplace — between leaders trying to rebuild culture and employees trying to preserve the balance they finally found.Annette starts with something deceptively simple: mindset. What if return-to-office isn't about control, but reconnection? What if the message isn't we need you here, but we miss you here? From that shift, a thousand possibilities open up — from reimagining flexibility to reframing belonging.Tom, meanwhile, brings the legal lens: what happens when compassion meets compliance? When a doctor's note becomes a line in the sand? He explains the fine print of the interactive dialogue — that delicate conversation between employee, manager, and HR that determines what's possible and what isn't. It's the kind of process that sounds bureaucratic but, done right, can restore trust instead of eroding it.And then there's the harder truth: sometimes, it isn't about coming back. It's about who comes back. Reductions in force test the soul of an organization. Tom and Annette walk through how to make those decisions — how to document criteria, avoid bias, and resist the all-too-human temptation to let frustration drive strategy. Because when layoffs happen, the work doesn't end. It shifts.This is an episode about the messy, necessary work of being human at work — and the leaders who try, every day, to get it right. AIM HR Solutions Training CatalogAIM members can reach the HR Helpline at 800-470-6277 or helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

JP Morgan Chase's new skyscraper just opened… including 19 restaurants & custom scents.Scoreability is LinkedIn of high school athletes… Because college sports is a for-profit growth industry.Walmart just launched the “Tire Center of the Future”... It's the omni-channel labradoodle of retail.The hot new month to get married? October… It's the pumpkin-spice wedding trend.$JPM $WMT $AMZNNEWSLETTER:https://tboypod.com/newsletter OUR 2ND SHOW:Want more business storytelling from us? Check our weekly deepdive show, The Best Idea Yet: The untold origin story of the products you're obsessed with. Listen for free to The Best Idea Yet: https://wondery.com/links/the-best-idea-yet/NEW LISTENERSFill out our 2 minute survey: https://qualtricsxm88y5r986q.qualtrics.com/jfe/form/SV_dp1FDYiJgt6lHy6GET ON THE POD: Submit a shoutout or fact: https://tboypod.com/shoutouts SOCIALS:Instagram: https://www.instagram.com/tboypod TikTok: https://www.tiktok.com/@tboypodYouTube: https://www.youtube.com/@tboypod Linkedin (Nick): https://www.linkedin.com/in/nicolas-martell/Linkedin (Jack): https://www.linkedin.com/in/jack-crivici-kramer/Anything else: https://tboypod.com/ About Us: The daily pop-biz news show making today's top stories your business. Formerly known as Robinhood Snacks, The Best One Yet is hosted by Jack Crivici-Kramer & Nick Martell.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Hybrid work arrangements were once widely seen as the future of work, especially after the Covid-19 pandemic upended the daily grind we were used to. Synopsis: Join Natasha Ann Zachariah at The Usual Place every Thursday as she unpacks the latest current affairs with guests.Now, some businesses and employers appear to be changing course. Last week, the National University of Singapore raised eyebrows when it was reported that all full-time staff were required to work from the office five days a week, starting Oct 1. The move follows similar return-to-office mandates by big companies, both in Singapore and abroad, including Grab and Amazon. The discussion over where work should happen has been going on since the pandemic. However, if staff are pushing back on a full return, why do some employers still insist on moving ahead with these mandates? If returning to the office becomes a requirement, how should the workplace accommodate different work styles?In this episode of The Usual Place, I spoke with: Ives Tay, a learning and development consultant who has experience with adult education, training quality assurance and workforce development, and Nicole Chua, director in workplace consulting and People Strategy Lead in Asia-Pacific for global real estate services company JLL Highlights (click/tap above): 6:57 We can be productive in the office - and at home 9:12 WFH allows workers to break their day into focused blocks 13:52 Have the courage to speak with managers about policies 18:07 Are some ruining WFH for the rest? 19:45 Employees should be transparent about their movements 22:57 Government should address tensions over flexible work arrangements 29:31 Ensuring the WFH benefits remain 31:53 Is WFH short-changing fresh graduates? 35:27 Consequences for employers enforcing RTO measures Host: Natasha Ann Zachariah (natashaz@sph.com.sg) Read Natasha’s articles: https://str.sg/iSXm Follow Natasha on her IG account and DM her your thoughts on this topic: https://www.instagram.com/theusualplacepodcast Follow Natasha on LinkedIn: https://str.sg/v6DN Filmed by: Studio+65 Edited by: Eden Soh, Teo Tong Kai and Chen Junyi Executive producers: Danson Cheong, Elizabeth Khor & Ernest Luis Editorial producer: Lynda Hong Follow The Usual Place Podcast and get notified for new episode drops every Thursday: Channel: https://str.sg/5nfm Apple Podcasts: https://str.sg/9ijX Spotify: https://str.sg/cd2P YouTube: https://str.sg/theusualplacepodcast Feedback to: podcast@sph.com.sg SPH Awedio app: https://www.awedio.sg --- Follow more ST podcast channels: All-in-one ST Podcasts channel: https://str.sg/wvz7 Get more updates: http://str.sg/stpodcasts The Usual Place Podcast YouTube: https://str.sg/4Vwsa --- Get The Straits Times app, which has a dedicated podcast player section: The App Store: https://str.sg/icyB Google Play: https://str.sg/icyX -- #tup #tuptrSee omnystudio.com/listener for privacy information.

 Want a clear read on 2025 Hiring Trends from someone who's placed talent nationwide for 20+ years? Frontline Source Group CEO Bill Kasko joins Jake & Gino to unpack the real shifts behind AI, return-to-office, and why employers reclaimed leverage since late 2024.We break down how the market flipped post-September 2024 and what that means for offers, counteroffers, and retention. Bill explains why workforce participation, aging demographics, and the gig economy reshaped recruiting—and how AI is speeding up that evolution without replacing the “human touch.” You'll learn how companies are cutting costs via tech (think VOIP vs. receptionists), why average tenure keeps shrinking, and how 2025 Hiring Trends favor organizations with tight communication, culture, and training—whether remote, hybrid, or in-office. We also hit budget cycles, the H-1B conversation for tech skills, and what could re-ignite growth if rates pull back. If you're hiring—or job-hunting—this is your roadmap to 2025 Hiring Trends.Connect with Bill Kasko: Frontline Source Group (frontlinesourcegroup.com) and on LinkedIn.Chapters:00:00 – Introduction01:18 – From ERP dreams to a national staffing firm: the “Costanza Theory” pivot06:28 – Participation drops, aging workforce, and the talent gap explained14:32 – AI + automation: what changes (and what the human touch still wins)16:01 – Return-to-office vs. remote: culture, communication, and outcomes25:16 – The flip: candidate-driven to employer-driven45:00 – Big foreign investment, skills shortages, and the H-1B question We're here to help create multifamily entrepreneurs... Here's how: Brand New? Start Here: https://jakeandgino.mykajabi.com/free-wheelbarrowprofits Want To Get Into Multifamily Real Estate Or Scale Your Current Portfolio Faster? Apply to join our PREMIER MULTIFAMILY INVESTING COMMUNITY & MENTORSHIP PROGRAM. (*Note: Our community is not for beginner investors)

'It's an equity issue': Gov. Phil Scott defends his return-to-office order

We're Back Buisiness Bitches! The Department of Offense is opening new Doors (it's a pun.)

Communications is the CENTER OF ALL THINGS. Lee Caraher talks all things communications – from language to format to medium, from employee engagement to great leadership, from PR to social media, and Reputation management to personal branding, bringing you key insights from her experience and expertise that can be used in the day to day to make your work, your PR, your culture, and your potential WORK. What you will learn in this episode: Why being early and choosing the right seat can set the tone for the entire evening The unspoken signals your phone sends when it's on the table The simple etiquette of napkin use (and why it matters more than you think) How to pace yourself with food and alcohol to keep the focus on conversation The etiquette of ordering: how many courses, how to share apps, and how to handle wine Why being a good host is really about making others feel respected and comfortable Resources: Website: https://leecaraher.com/ Website: www.double-forte.com Instagram: https://www.instagram.com/leecaraher/ LinkedIn: https://www.linkedin.com/in/leecaraher Facebook: https://www.facebook.com/LeeCaraher1/ Twitter: https://twitter.com/leecaraher

In this episode, hosts Dave Corkery (Content & Social Media Lead – Insight HR) and Mary Cullen (Founder, Managing Director - Insight HR) are joined by Insight HR's Commercial Director Liam Barton to discuss the evolving landscape of work in Ireland, particularly focusing on the shift towards remote and hybrid work arrangements post-pandemic. They explore the reasons behind Ireland's high rate of hybrid work, the implications of return-to-office policies, and the potential for conflict and stress among employees. Topics covered include: The Shift to Remote Work in Ireland Employee Sentiment and Work-Life Balance Navigating Remote Work Requests Union Involvement and Employer Challenges The Financial Implications of Office Space Stress and Tension in Return to Work Policies Navigating Workplace Conflict and Employee Well-being The Role of HR in Managing Change References: Eurofound's Quality of Life in the EU Survey Women, parents and under-35s most stressed by return-to-work policies, survey finds – Irish Times First Award for Breach of Remote Working Provision   Get in touch If you're not already following us on LinkedIn, you can do that here. If you have any suggestions on what you'd like to hear on the podcast, or if you'd like to join us as a guest, then do reach out to Dave at dcorkery@insightr.ie or on LinkedIn here.   About The HR Room Podcast The HR Room Podcast is a series from Insight HR where we talk to business leaders from around Ireland and share advice what's important to you as a HR professional, an employer or people leader.  If you are enjoying these episodes, do please feel free to share them with colleagues, friends and family. And even better, if you can leave us a review, we'd really appreciate it! We love your feedback, we take requests, and we're also here to help with any HR challenges you may have! Requests, feedback and guest suggestions

After a long hiatus, Frank and Paul are back behind the mics for The Busyness Paradox, and this time they're diving into one of the most divisive workplace topics of the moment: Return to Office mandates. From federal policies to corporate culture shifts, they explore who's calling employees back, why some companies are thriving without it, and how different setups affect productivity, mental health, and team dynamics.Along the way, they detour into:•Paul's 18-month spreadsheet project to track Justin Wuntake desk time.•Whether free bagels count as a legitimate return-to-office perk.•Why scanning all your home appliance manuals into AI might just change your life.•Blue Cross Blue Shield of Tennessee's surprising success story with a fully remote workforce.•The pendulum swing between remote flexibility and in-person mandates — and where it might land next.With their usual mix of humor, practical insight, and side quests into AI, textbooks, and podcast improv competitions, this episode is part catch-up, part workplace commentary, and all Busyness Paradox.Come visit us at busynessparadox.com to see episode transcripts, blog posts and other content while you're there!

Pramila Jayapal voted against Charlie Kirk resolution then lied about what was in it. Jimmy Kimmel has been given a second chance and the irony is he has Donald Trump to thank for it. // Big Local: The 13-year-old Pierce County boy that planned a school shooting has been sentenced to electronic home monitoring. The man convicted in last year’s Point Defiance Park stabbings will be sentenced this Friday. // You Pick the Topic: Employees are dragging their feet in their return to the office.

We discuss the return-to-office (RTO) trend in Canada and its impact on real estate markets. Employers are increasingly mandating office attendance and the resulting effects on urban centers, housing markets, and workplace dynamics are fascinating. Canadian employers (government, banks, telecoms) are mandating 4-5 days in-office by 2026, with downtown foot traffic still 43% below pre-pandemic levels in Toronto. The RTO trend is affecting real estate markets, with downtown rental prices increasing while some remote workers who relocated during COVID face difficult decisions about moving back. Some employers may be using RTO mandates as a "layoff filter" to encourage voluntary departures without formal layoffs - a tactic that 25% of executives admit hoping will prompt staff to quit. Exchange-Traded Funds (ETFs) | BMO Global Asset Management Buy & sell real estate with Ai at Valery.ca Get a mortgage pre-approval with Owl Mortgage LISTEN AD FREE free 1 week trial for Realist PremiumSee omnystudio.com/listener for privacy information.

In this episode of The Missing Middle, Sabrina Maddeaux and Mike Moffatt break down Ontario's new return-to-office mandate and the big banks' similar policies, asking what they really mean for younger workers and families already facing high housing costs, long commutes, and stagnant wages. They explore the trade-offs between productivity, commuting, and control, while producer Meredith Martin joins to share her perspective as a former union leader on mentorship, collaboration, and what might be lost if remote work fully takes over.Chapters00:00 Introduction01:15 Return to office mandates: An overview04:22 What Premier Ford's RTO mandate is trying to achieve05:15 Impact on younger workers and families06:55 Disconnect between RTO mandates and ESG targets09:26 Meredith thinks humans should see each other IRL12:43 The role of mentorship and social interaction at work15:20 Debating how much office culture has changedresearch/links:Productivity During and Since the PandemicThe Post-Pandemic Workplace: The Experiment ContinuesNumber of Canadian commuters increases for fourth straight year in 2025Romance in the work place:Esther Perel on How Technology Is Changing Love and Work | Prof G ConversationsNew SHRM Survey: Workplace Romance 2023Mixing work with pleasure: Two-thirds of Brits have been romantically involved with a colleagueReturn to the Office:Amazon Tells Corporate Workers to Be Back in the Office 5 Days a WeekExecutives and Research Disagree About Hybrid Work. Why?Hosted by Mike Moffatt & Cara Stern & Sabrina Maddeaux Produced by Meredith Martin This podcast is funded by the Neptis Foundation and brought to you by the Smart Prosperity Institute.

On this week's Political Breakfast, Democratic strategist Tharon Johnson, Republican strategist Brian Robinson and host Lisa Rayam discuss the "amplified discussions" surrounding the assassination of conservative activist Charlie Kirk that are taking place online and around the coffee table. Plus, a look back at political violence and its consequences throughout American history. The team also talks about Atlanta Centers for Disease Control and Prevention workers returning to the office after working from home for nearly a month. Many say they are still traumatized after a gunman shot-up the Atlanta campus, killing a DeKalb County police officer. Are they returning too soon?See omnystudio.com/listener for privacy information.

Vermont state employees react to Gov. Scott's return-to-office order

If you work in the 9-to-5 world, you likely hear people tossing around buzzwords like office culture and return to office. Every company is still dealing with the aftermath of the COVID-19 pandemic. It's been over three years since many people returned to what some called the new normal. But working from home, which was the norm for a few years, became the preferred way to work for many employees. And while many companies put up with it for a while, they now want business to get back to normal. But what does that mean today? It looks like the divide between management and staff is getting wider every day... Click Here To Subscribe Apple PodcastsSpotifyAmazon MusicGoogle PodcastsTuneIniHeartRadioPandoraDeezerBlubrryBullhornCastBoxCastrofyyd.deGaanaiVooxListen NotesmyTuner RadioOvercastOwlTailPlayer.fmPocketCastsPodbayPodbeanPodcast AddictPodcast IndexPodcast RepublicPodchaserPodfanPodtailRadio PublicRadio.comReason.fmRSSRadioVurblWe.foYandex jQuery(document).ready(function($) { 'use strict'; $('#podcast-subscribe-button-13292 .podcast-subscribe-button.modal-68cdc0d3b0294').on("click", function() { $("#secondline-psb-subs-modal.modal-68cdc0d3b0294.modal.secondline-modal-68cdc0d3b0294").modal({ fadeDuration: 250, closeText: '', }); return false; }); });

There is new information out that might surprise you as to why senior workers are pushing for a return to office after working from home!

The Bay Area's AI boom is bringing in-person work back and San Francisco now has a higher return-to-office rate than Los Angeles. For more, KCBS Radio news anchors Margie Shafer and Eric Thomas spoke with KCBS Insider Phil Matier.

This episode is brought to you by https://www.ElevateOS.com —the only all-in-one community operating system.ElevateOS transforms property management, combining resident engagement, reservations, rent payments, maintenance, and concierge services into a single super app. It also uniquely integrates access control, intercoms, package lockers, and thermostats, eliminating app fatigue and redefining modern apartment living.Visit https://www.ElevateOS.com/MMN for a free demo and see how they can help you level up your operations.Are we entering a war on team members in Multifamily?In this episode of the Multifamily Collective, I share my take on what's happening behind the scenes as return-to-office mandates tighten and AI steps in to compete for roles once reserved for humans.Many employees are still operating like it's 2021 — expecting premium wages, remote perks, and enhanced benefits. But markets shift. Supply gets absorbed. Talent pipelines overflow.We're seeing CEOs at Starbucks and JP Morgan put their foot down. AI is getting the first shot at new jobs. And in Multifamily, centralization and PropTech are rapidly changing how we staff our teams — from corporate offices to onsite teams.This isn't about fear. It's about awareness. If you lead in this space, you'd better know where the puck is headed.If you found this conversation helpful, hit that like button and subscribe for more leadership insights from the front lines of Multifamily and PropTech.

The Financial Services Union has said that the changes to AIB's hybrid working policy are “regressive” and “shortsighted”.The company has told its employees that they will be required to come into the office for a minimum of 3 days a week.Ian Guider, columnist with the Business Post, joined Matt for the business news on Tuesday.Hit the ‘Play' button on this page to hear the conversation.

Welcome back to Truth, Lies & Work, the award-winning podcast where behavioural science meets workplace culture — brought to you by the HubSpot Podcast Network, the audio destination for business professionals. Hosted by Chartered Occupational Psychologist Leanne Elliott and business owner Al Elliott, this is your Tuesday news round-up, workplace surgery, and expert take — all in one.

This week on the Omni Talk Retail Fast Five podcast, sponsored by the A&M Consumer and Retail Group, Simbe, Mirakl, and Ocampo Capital, we analyze contrasting approaches to return-to-office policies. Both Starbucks and Target issued return-to-office orders this week, but with very different strategies. Starbucks mandates employees work in the office a minimum of four days a week (Monday-Thursday) starting in October, even offering voluntary exit packages for those who refuse. Target takes a softer approach, asking team members to work in person at least three times a week with flexibility on which days, leaving decisions to individual leaders.

On this episode of The Liquidity Event, AJ and Shane are finally reunited, and they cover everything from Missouri's wild proposal to eliminate capital gains tax to why the return-to-office push might be hurting women more than expected. Plus, Greece's crumbling infrastructure, sky-high babysitting rates, revoked science grants, and how to track down your long-lost 401(k). Oh… and of course, a little pasta talk. Key Timestamps: (00:00) Introductions (02:37) Where in the world has Shane been? (05:21) Greece's crumbling infrastructure and economy (09:51) AJ's childhood neighbor has a fascinating way of cooking chicken (11:00) A new bill in Missouri could eliminate capital gains altogether (16:00) Why women are struggling with returning to work in the office (hint, they're not) (20:37) Babysitters make HOW much money in 2025? (21:13) Is New York the place for you? (Go read AJ's Substack, Money Changes Everything, to get the low down) (24:10) Capitol Hill Science fair - Grants get revoked (29:05) Check the lost and found for your old 401(k)   Want to know more about the One Big Beautiful BillTax and how it will affect you, register here for our webinar on July 23. We'll explain everything you need to know.   

Jason is joined by Adam Duininck from the Downtown Minneapolis Council to talk about Target bringing some workers back to the office. Will Hennepin County follow suit?

 A.M. Edition for July 14. Employers are pushing for more workers to return to the office, but surveys find that many women are still remote working. WSJ reporter Te-Ping Chen explains why that has some economists concerned. Plus, the European Union and Mexico risk 30% U.S. tariffs effective August 1st, as trade talks continue. And President Trump clears the way for Ukraine to receive Patriot air-defense systems. Luke Vargas hosts.  Sign up for the WSJ's free What's News newsletter. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of our Cross-Border Catch-Up podcast series, Shirin Aboujawde (New York) and Goli Rahimi (Chicago) discuss the complexities of reversing work-from-home policies from an international employment law perspective. Goli and Shirin review the legal intricacies and potential challenges global employers may face when asking employees to return to the office, highlighting the differences between U.S. and international practices and the importance of careful planning and consultation.

After President Trump's return to Office orders, some agencies are unsure how to proceed with updating their remote work and telework policies. The Government Accountability Office says the administration needs to issue new guidance to help agencies better measure the effects of their telework policies on performance. A new report from GAO also details the results of a 2024 survey, which found that remote work has a positive effect on recruitment, retention and cost savings. Federal News Network's Drew Friedman got more from GAO, Director of Strategic Issues, Dawn Locke. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

California state workers get reprieve from Gov. Gavin Newsom's return-to-office mandate Please Subscribe + Rate & Review Philip Teresi on KMJ wherever you listen! --- KMJ’s Philip Teresi is available on the KMJNOW app, Apple Podcasts, Spotify, Amazon Music or wherever else you listen. --- Philip Teresi, Weekdays 2-6 PM Pacific News/Talk 580 & 105.9 KMJ DriveKMJ.com | Podcast | Facebook | X | Instagram --- Everything KMJ: kmjnow.com | Streaming | Podcasts | Facebook | X | Instagram See omnystudio.com/listener for privacy information.

California state workers get reprieve from Gov. Gavin Newsom's return-to-office mandate Please Subscribe + Rate & Review Philip Teresi on KMJ wherever you listen! --- KMJ’s Philip Teresi is available on the KMJNOW app, Apple Podcasts, Spotify, Amazon Music or wherever else you listen. --- Philip Teresi, Weekdays 2-6 PM Pacific News/Talk 580 & 105.9 KMJ DriveKMJ.com | Podcast | Facebook | X | Instagram --- Everything KMJ: kmjnow.com | Streaming | Podcasts | Facebook | X | Instagram See omnystudio.com/listener for privacy information.

In the final installment of our series of shorter form interviews, Rachel speaks with Jaime Klein, founder and CEO of Inspire HR. They dive into the transformative impact of AI on HR practices, drawing parallels to the early adoption phase of the internet. Jaime shares insights into how companies are integrating AI at various levels, from applicant screening to employee engagement. They also discuss the shift back to in-office work, DEI initiatives, and strategies for personal and professional resilience during these rapidly evolving times.  Have a question for Modern Mentor? Email us at modernmentor@quickanddirtytips.com.Find Modern Mentor on Facebook, Twitter, and LinkedIn, or subscribe to the newsletter to get more tips to fuel your professional success.Modern Mentor is a part of Quick and Dirty Tips.Links: https://www.quickanddirtytips.com/https://www.quickanddirtytips.com/modern-mentor-newsletterhttps://www.facebook.com/QDTModernMentorhttps://twitter.com/QDTModernMentorhttps://www.linkedin.com/company/modern-mentor-podcast/

Leah is back from maternity leave! In her first episode back, she and her producers talk about her birth story, the tools she used to manage anxiety during pregnancy and how she's learning to let go of control and live in the moment.

In today's episode, Erik Jaspers, Chair of IFMA EMEA's Executive Board, joins author and speaker Rex Miller to unpack the evolving landscape of hybrid work. Together, they examine the push and pull between remote and office-based models—shaped by high-profile return-to-office mandates from companies like Amazon and Dell. Their conversation emphasizes the need to rethink organizational structures, decision-making, and incentives to support hybrid success. They also highlight the critical role facility managers play as change leaders, advocating for a collaborative, cross-functional approach to navigating this new world of work.This episode is sponsored by ABM! Learn more about ABM here.  Connect with Us:LinkedIn: https://www.linkedin.com/company/ifmaFacebook: https://www.facebook.com/InternationalFacilityManagementAssociation/Twitter: https://twitter.com/IFMAInstagram: https://www.instagram.com/ifma_hq/YouTube: https://youtube.com/ifmaglobalVisit us at https://ifma.org

Today, my guest is Sandeep. Patel Sundeep is the CEO and co founder of Avana companies, an asset management and fintech firm that specializes in commercial real estate, private credit, lending and investing. And in just a minute, we're going to speak with Sundip about the impact of return to Office trends on the hospitality industry. https://avanacapital.com/ https://www.linkedin.com/in/sundipbpatel/  

In this episode, Jen explains Governor Newsom's return-to-office mandate for state employees, which is effective on July 1.

About This Episode  In this thought-provoking episode of The Future of Work® Podcast, Andrew Farah—CEO and co-founder of Density—unpacks what organizations get wrong about hybrid work strategy. With experience analyzing workspace data for over 1.25 billion square feet worldwide, Andrew offers a candid perspective on workplace design, policy ambiguity, and the cultural and operational tradeoffs of hybrid models.  He dives deep into the concept of “freedom within constraints,” the connection between trust and team performance, and why many return-to-office policies miss the mark. With examples from companies like Uber and Shopify, and insight into Density's cutting-edge sensor technology, this conversation challenges leaders to think critically about space, culture, and clarity in a post-pandemic workforce.  

Tonight, it's the debate over whether employees should be able to work from home, or mandated back to the Office. Tonight, Dr. Phil will be discussing how many employers are mandating their staff back to the office, but in response, many employees are claiming they would rather quit then return to their desks. First, Dr. Phil will speak with New Jersey State Senator, representing Legislative District 26, Joe Pennacchio. Senator Pennacchio has proposed a bill that would require New Jersey state employees to return to the office five days a week, effectively eliminating the option to work remotely. Find out why he believes a return to the office is necessary. Joining debate is Joel, a 10-year remote worker who insists that CEOs who push return to the office policies are only do so to make sure employees have their priorities straight, work comes first, then family, health, and hobbies. Dr. Phil will also speak with Jane, remote employee who says she has made it a career goal to hunt down the laziest and most mindless remote jobs possible. Jane says she would actually quit her job if she was asked to return to the office. Dr. Phil will also speak with Seth, who says he went from working in an office his entire career, to working remotely from his home. Seth says he thought a remote job would be a dream come true, but instead it became a nightmare that seriously affected his mental health. Plus, find out how Dr. Phil uncovered a websites that offers tips on how not to get caught secretly working 2 remote jobs at the same time! Thank you to our sponsors: Echo Water: Find your flow state. Visit https://echowater.com/PHIL/ & Use code PHIL for 10% off Jase Medical: Get emergency antibiotics at https://Jase.com/ & use code PHIL for a discount FYSI: Visit https://FYSI.com/DRPHIL/ or call 800-877-4000 Preserve Gold: Visit: https://drphilgold.com/  Get a FREE precious metals guide that contains essential information on how to help protect your accounts. Text “DRPHIL” to 50505 to claim this exclusive offer from Preserve Gold today.

#605: In light of recent federal mandates to return to the office, Pedro is having a hard time giving up on his fully remote lifestyle. Is there a creative solution to his dilemma?  An anonymous caller is excited to move abroad permanently. How should she structure her investments to support her international lifestyle while maintaining a home base in the US? Former financial planner Joe Saul-Sehy and I tackle these questions in today's episode. Enjoy! P.S. Got a question? Leave it at https://affordanything.com/voicemail Learn more about your ad choices. Visit podcastchoices.com/adchoices

My Company Issued A Return To Office Order. On My First Day Back, I Discovered Something HorrifyingWritten by B.A. RiesFeaturing Addison Peacock as CoraDee Quintero as MonicaMelissa Medina as AvaRomy Evans as AvaAdditional voices by Scarlett Shandhttps://www.reddit.com/r/scarystories/comments/1jb4skq/my_company_issued_a_return_to_office_order_on_my/  Featuring Stephen Knowles as The Antique Dealer Theme music by The Newton Brothers Additional music byCO.AG (coagmusic@yahoo.com) Vivek AbhishekSUBSCRIBE us on YOUTUBE: https://bit.ly/3qumnPHFollow on Facebook : https://bit.ly/33RWRtPFollow on Instagram : https://bit.ly/2ImU2JV

The return-to-office (RTO) debate is no longer just about where people work—it's about why companies are making this shift. With office attendance jumping from 35% in 2023 to 68% in 2024, businesses claim that in-office work fuels collaboration, innovation, and culture. But is that the driving force behind these mandates? Or is this shift rooted in financial pressures, leadership challenges, and outdated ways of thinking? In this episode, Dr. Bray breaks down both sides of the argument, from the employee's demand for autonomy and flexibility to the employer's need to sustain business outcomes and justify office investments. Research shows that employees with a say in their work arrangements are 55% more productive and 40% more likely to stay with their company—yet, forced RTO mandates lead to higher disengagement and turnover. Meanwhile, executives worry that remote work is eroding mentorship, culture, and long-term career development. So, who's right? And is there a middle ground? Dr. Bray also explores the generational divide shaping the future of work. Baby Boomers report 80% satisfaction with RTO, while Gen Z is the most resistant at just 68% satisfaction—but why? Are younger employees missing out on crucial networking opportunities, or are they simply redefining what productivity looks like in a digital-first world? And what should companies be doing to ensure they attract and retain top talent across all generations? The real question isn't whether RTO is good or bad—it's about how companies structure work to drive real results. Tune in as we unpack the neuroscience, leadership strategies, and future trends shaping this conversation, and learn how businesses can strike the right balance between flexibility, trust, and collaboration. QUOTES BY DR. BRAY “It's not about where you work, it's HOW you work.” "Autonomy is one of the three psychological pillars of motivation. We love choices." "Location alone doesn't determine your success. What matters most is how intentional companies are about making work collaborative, innovative, and meaningful."  

State workers threaten to sue rather than return to work in the state of Minnesota. An Authors Corner accidentally developed with the discussion of the novels by Niall Williams. Patrick Reusse news and John Heidt news. Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

State workers threaten to sue rather than return to work in the state of Minnesota. An Authors Corner accidentally developed with the discussion of the novels by Niall Williams. Patrick Reusse news and John Heidt news. Learn more about your ad choices. Visit podcastchoices.com/adchoices

President Trump's top intelligence officials face tough questions from lawmakers after a group chat security breach involving secret war plans and a journalist. Federal workers are being called back to the office, but some are finding chaotic conditions, including assignments to storage units. And, the U.S. brokers a deal to allow safe passage through the Black Sea, but Russia demands sanctions relief before it takes effect. Want more comprehensive analysis of the most important news of the day, plus a little fun? Subscribe to the Up First newsletter.Today's episode of Up First was edited by Anna Yukhananov, Brett Neely, Ryland Barton, Arezou Rezvani and Mohamad ElBardicy.It was produced by Ziad Buchh, Nia Dumas and Christopher Thomas.We get engineering support from Neisha Heinis, and our technical director is Carleigh StrangeLearn more about sponsor message choices: podcastchoices.com/adchoicesNPR Privacy Policy

It's hard to believe, but somehow it's already time for another Rich Girl Roundup about our last three deep dives: The Real Cost of Being a Working Parent, to which Rich Dad Nation had a decidedly mixed response to How Home Insurance and Climate Change are Upending the Real Estate Market, which introduced some good questions about the role of everything from technology to sabotage in effecting change The Truth About “Government Waste,” Privatizing Public Goods, & Turning Citizens into Customers, which generated an absolute treasure trove of stories from government workers We'll give y'all one guess which generated the lion's share of emails—this batch of feedback had a surprising amount of tea, so don't miss it. Transcripts, show notes, production credits, and more can be found at: https://moneywithkatie.com/rto-daycare. Money with Katie's mission is to be the intersection where the economic, cultural, and political meet the tactical, practical, personal finance education everyone needs. Learn more about your ad choices. Visit megaphone.fm/adchoices

Watch on Philo! - Philo.tv/DTHLiv is thriving working from home. She just wakes up, makes her matcha, throws on a top for a video call while keeping the pajama pants on. It's the good life.Tom works for the same company—Artist Access—and he's thriving a little less. He's always showing up to video calls late. Lucky for him, he's going to continue being Head Designer with this new CEO, Waler, coming on board.The CEO has big dreams, including a return-to-office plan. It's a hybrid schedule—some will be in the office on Monday & Wednesday, others on Tuesday & Thursday.She's immediately off to a rocky start—she's late due to traffic and gets a desk that's not by the window. She's supposed to put all of her belongings away when she's done for the day, but she wants to leave her succulent out, so she leaves a note and signs it Ms. Monday.He sees this as an opportunity to leave some of his stuff out on the desk, which she does not love. At first, she isn't happy about that, but then he sends her a pastry, and all bets are off. They get real flirty, real fast.They end up meeting in person at a work event but still don't know that they're pen pals.They compete together in a work team-building event and they win!!! They win some sort of romantic prize, and they confirm to each other that they are talking to someone, obviously thinking of each other without knowing that they're the each other they're thinking of.After weeks and weeks of talking anonymously, they agree to meet.But she finds out who he is beforehand while she's at a retirement community that Tom's grandma is also at, and she talks about how her grandson is head over heels for someone named Ms. Monday.She goes to talk to him before they go and make a pitch to Walter, and he's just gushing about someone named Ms. Monday. She tries to get him to see that she's Ms. Monday, but he's clueless.The pitch does not go well, which bums him out, but at least he's meeting Ms. Monday tonight!She shows up for the date but decides not to immediately tell him that she's Ms. Monday. She goes to the bathroom and messages him that she's not going to make it. When she comes out, he's like, "Well, my date bailed, wanna sit with me?" They talk, and he ends up saying that he felt like she didn't have his back in the presentation, and then he ends up leaving. She's sad.But they end up having part 2 of their date/work prize, and the sparks are flying. Dummy Tom is like, "You have so many similarities to Ms. Monday!"The next day, Walter shows a logo he had AI made and he wants to go with it. Tom quits. After hearing that Walter wants to get rid of all the designers in favor of AI, Liv quits too…via sticky note.She finally decides to come clean and asks him to meet up again as Ms. Monday. He's so glad that it's her. They kiss and decide they're going to start a business together.