Matt Ellis

@pn_neil_allen I love Mous. I don’t see how anyone could do any better with the resources he has at his disposal. I also don’t see how anyone could want to roll the dice and try someone new. We could have two managers a season like the rest of the Championship. No thanks!

So are there still people who want John Mousinho sacked? There surely is no denying he’s continuing to do a remarkable job at #Pompey.

I heard he’s injured already. #PUP #Pompey

@PompeyDave1898 @mrandrewmoon Sadly, we can't afford the extra injuries.

@mrandrewmoon Perhaps the rest should wait until he's finished before leaving too?

#Pompey head coach John Mousinho on Terry Devlin... "He is literally the last one off the training pitch, he's always working, he's always doing something to improve himself and you know he deserves to be where he is at the minute."

New MTRA version 2.8.0: #144910962025421910-february-2026" target="_blank" rel="nofollow noopener">learn.microsoft.com/en-us/microsof… #MicrosoftTeams #MicrosoftTeamsRooms

Last September I announced mandatory return-to-office. Five days a week. I called it a "culture-first initiative." Culture means presence. Presence means badge swipes. Badge swipes mean metrics. Metrics mean I can prove something to the board. I don't know what. But I can prove it. The announcement went out on a Tuesday. I sent it from my home office. In Aspen. I have an exemption. "Strategic leaders require location flexibility to maintain global perspective." I wrote that policy. HR approved it. HR approves everything I write. By Wednesday, 340 employees had updated their LinkedIn status to "Open to Work." I called it "natural attrition." Natural attrition means they quit before I had to pay severance. Very natural. We lost 47 engineers in the first month. I told the board it was "alignment correction." The people who left weren't aligned. With coming to an office. That I also don't come to. But that's different. I'm strategic. The office costs $4.2 million per year. Empty, it was a write-off. Now it's a "collaboration hub." I measured collaboration. Average daily Zoom calls from the office: 7.4 per employee. They commute 45 minutes. To take calls they could take from home. But now they're "present." Presence is culture. I've never been more certain of anything. A senior engineer asked why we couldn't stay remote. She had metrics. Productivity was up 23% during remote work. I said, "Productivity isn't everything." She asked what else mattered. I said, "Serendipitous collisions." She asked how we measure serendipitous collisions. I said, "You can't. That's what makes them serendipitous." She stopped asking questions. Then she stopped showing up. Then LinkedIn said she's at a company that's "remote-first." Good luck with that. They'll learn. We installed badge tracking software. It cost $380,000. It tells me exactly when people arrive. And when they leave. And how long they spend in each zone. I check it every morning. From home. The data is fascinating. Average arrival time: 9:47 AM. Average departure time: 4:12 PM. I sent a Slack message. "Core hours are 9 to 6." Arrival times shifted to 9:02 AM. Departure times shifted to 6:01 PM. Productivity did not change. But the metrics look better. Metrics are culture. We have a "hybrid" option now. Three days in office. Mandatory Monday. Mandatory Wednesday. Mandatory Friday. That's called "hybrid." Because Tuesday and Thursday are optional. But there are "anchor meetings" on Tuesday and Thursday. Attendance is "strongly encouraged." "Strongly encouraged" means mandatory without the liability. I learned that from legal. The head of product asked if he could work from home when his wife had surgery. I said, "Of course. Family comes first." Then I said, "But let's revisit your Q4 performance targets." He came to the office. His wife understood. I assume. I didn't ask. That's personal. The CFO asked about ROI on the RTO policy. I showed him the badge data. "Presence is up 340%." He asked if revenue was up. I said, "Revenue is a lagging indicator." He asked what the leading indicator was. I said, "Badge swipes." He nodded. The lease renews next year. Seven more years. $29 million committed. We needed bodies in the building. Now we have bodies. Fewer than before. But present. Morale is down. Glassdoor says we're "hostile to work-life balance." I told HR to respond. They wrote, "We're a high-performance culture that values in-person collaboration." That's corporate for "the review is accurate." But it sounds like a rebuttal. The CEO asked if RTO was working. I said, "Absolutely." He asked for evidence. I showed him a photo of the office. Full desks. Glowing monitors. Bodies in chairs. He smiled. "This is what culture looks like." It looked like a stock photo. Because I got it from a stock photo website. The real office has 40% occupancy on a good day. But he doesn't know that. He's also remote. We're both strategic. Next quarter I'm proposing a "collaboration bonus." $2,000 for anyone with 95% badge-in compliance. The bonus costs less than the turnover. And it shifts the narrative. We're not forcing people to come in. We're "incentivizing presence." Incentivizing means paying people to do something they don't want to do. It's different from mandating. Legally. The employees who stayed are "loyal." Loyalty means they have mortgages. And kids in school districts. And RSUs that haven't vested. They're not loyal. They're trapped. But on paper, it looks like loyalty. And paper is what the board sees. I've been doing this for 22 years. I know what culture looks like. It looks like butts in seats. Butts in seats mean control. Control means management. Management means me. RTO isn't about productivity. It never was. It's about seeing people. So I know they exist. So I know they're working. So I know I'm in charge. That's culture. As long as the badge swipes go up and to the right.

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Hahahaha, this is ace.

@craigdurr @Crestron @craigdurr Nerdy question, do you know what model that display is?

See what’s new in Crestron on our latest blog: @Crestron has opened a new Experience Center at its EMEA headquarters in Mechelen, Belgium, showcasing its latest residential and commercial technologies. The facility provides an immersive space for partn... hubs.li/Q03SpwxK0

#MTRA Update (September 2025): 1449/1.0.96.2025223801 #144910962025223801-september-2025" target="_blank" rel="nofollow noopener">learn.microsoft.com/en-us/microsof… #MicrosoftTeams #MicrosoftTeamsRooms

RIP Robert Redford. All the President's Men is one of my favourite films of all time and he was ace in that.

@pn_neil_allen If it had been washed before it got returned, it was definitely stolen by a fellow Pompey fan. Probably one that usually sits pretty close...

The bizarre story of the week has taken a new turn. John Westwood has his wig back - returned anonymously. #Pompey portsmouth.co.uk/sport/football…

Does anyone know Conor Chaplin's #Pompey squad number yet? #PUP

Not sure who's happier? Me or @ConorChaplin10 #PUP #Pompey

Welcome back, @ConorChaplin10. 💙

Exactly what you want from a player: 100% commitment. Never doubted Matt's effort or desire to work hard. Could always hear him on he pitch. Still not 100% on this decision to let him go, but best of luck, Matt! #PUP #Pompey

@myclubpro Thanks for the update.

@MattEllisUC Apologies, we are aware of the issue. It’s at the data centre and engineers are working to restore asap 👍

Hey @myclubpro, go an issue with the club websites? Ours is down and a few others I've tried are too.

Direct Send vs sending directly to an Exchange Online tenant | Microsoft Community Hub techcommunity.microsoft.com/blog/exchange/…

@pn_jordan_cross @pn_neil_allen

BREAKING: Matt Ritchie’s Pompey career set to come to end in bombshell news. portsmouth.co.uk/sport/football…

There is a typo in this MS documentation. It should be: 1449/1.0.96.2025205603

New #MTRA 2.6.1 update (1449/1.0.96.2025061705 - July 2025): #144910962025061705-july-2025" target="_blank" rel="nofollow noopener">learn.microsoft.com/en-us/microsof… #MicrosoftTeams #MicrosoftTeamsRooms