Zachary Wright MBA的动态

Is Dragging Your Team Back to the Office the Right Move? Here’s What the Data Says. In 2024, we’re still watching businesses scramble to drag people back into the office, as if 2020 taught us nothing about flexibility, trust, and autonomy. But does this knee-jerk reaction actually benefit your team—or your bottom line? Here's the thing: studies consistently show that flexible work arrangements boost productivity, engagement, and retention. Research from Stanford University found that remote workers are 13% more productive than their in-office counterparts, and they also take fewer sick days. In fact, a 2021 study by Gallup revealed that 45% of workers said they were more productive when working remotely, while hybrid models also help companies access a wider talent pool, according to PwC. So, why do some companies insist on the return to the office? It’s often driven by a lack of trust or simply following the big corporate players. But as a small business, your advantage is agility—being able to shape your culture and make decisions that work for you. Forcing people back into a rigid office setup may cause friction, and you risk losing the flexibility that’s been proven to boost employee satisfaction. Remote and hybrid working models can build trust, allowing employees to feel empowered and take ownership of their work. When you're building something new, especially with a lean team, that level of commitment is crucial. So, before you fall in line with corporate giants, think about what will serve your people best. What works for them? Is there really a need to return to the office—or could you lead the way in creating a culture built on trust and flexibility? What’s your take on the shift back to the office? Let’s chat in the comments. ?? #RemoteWork #HRStrategy #SmallBusinessGrowth #WorkplaceCulture #TrustInTeams

Nothing is requiring employees to be in the office five days a week As companies continue to navigate the post-pandemic workplace landscape, Nothing has made a bold move by mandating that all 450 employees return to the office five days a week at their London headquarters. CEO Carl Pei recently communicated this decision, emphasizing that the company’s ambitious goals and rapid pace require in-person collaboration and innovation—something he believes is not achievable through remote work. This decision marks a significant shift for the company, which launched during the pandemic in 2020 with a fully remote workforce. While many tech giants like Meta, Amazon, Google, and even Zoom have rolled back their remote work policies to a three-day in-office requirement, Nothing is taking a different path with a full-week mandate. Pei has been transparent about the challenges this decision may pose, especially for employees who thrived in a remote work environment. In an email shared on LinkedIn, he acknowledged that the move might not suit everyone and encouraged those struggling with the transition to consider finding a workplace that better aligns with their needs. However, he stands firm in his belief that this approach is essential for Nothing to achieve its full potential. The new policy will take effect in two months, with Pei set to address questions from employees during the company’s upcoming town hall meeting. As the industry continues to experiment with different work models, Nothing’s decision underscores the ongoing debate about the balance between flexibility and productivity in the modern workplace. #Leadership #WorkplaceCulture #ReturnToOffice #Innovation #Collaboration #Nothing #TechIndustry #RemoteWork #Productivity #WorkLifeBalance

There is a “widening gap” between how executives and employees think about working models. According to KPMG, 64% of CEOs expect a full return to in-office work within the next three years. This shift raises a critical question: how can companies make their workplaces attractive, engaging, and productive environments for their teams? Whether it's 5-days in-office, as the article describes -- or 3-days in-office in a structured hybrid model, which we use at Crafty -- we believe that the workplace should be more than just a space. It should be a place where employees feel supported, connected, and inspired. As the office continues to transform, it’s our job to ensure that the experience is not only seamless but "worth the commute". What strategies are you exploring to make the return to the office more engaging for your teams?

?? Our recent poll results are in. Thanks for your votes! 76% - Hybrid 13% - Remote 11% - Office ?? Below are some benefits of hybrid working for both the employee and employer. ? Flexibility: Improve work-life balance. ? Increased productivity: Reduced commuting time and fewer distractions in the office can lead to higher productivity levels. ? Cost savings: Cost savings on commuting, work attire, and meals. Employers may also save money on office space and utilities if they implement hot-desking or reduce their office footprint. ? Talent attraction and retention: Offering hybrid working options can make a company more attractive to job seekers, especially those who prioritise flexibility and work-life balance. It can also help retain current employees who value the ability to work remotely. ? Diversity and inclusion: Hybrid working can make the workplace more accessible to individuals with disabilities or caregiving responsibilities who may have difficulty commuting to an office every day. ? Improved employee well-being: Giving employees the flexibility to work remotely can reduce stress and burnout by allowing them to better manage their work and personal responsibilities. This can lead to higher job satisfaction and overall well-being. ? Business continuity: Hybrid working can provide resilience against disruptions such as natural disasters, public health emergencies, or transportation strikes. With remote work capabilities in place, companies can maintain operations even when employees cannot access the office.

The COVID-19 era left a lasting impact on our lives, with the adoption of remote work being a significant one.?For many of us, it has become a lifeline to stay operational and surprisingly, more productive. Today, as hybrid/remote models remain hot topics, it has become apparent that it isn’t about the means we use to connect, but about how effectively we engage and thrive at work. ? This shift marks just the beginning of a larger transformation in how we work. Recent statistics from the U.S. Career Institute?reveal how firms and employees are harnessing the new workplace:? ? Organizations save approximately $10,600 per employee, while fully remote employees save nearly $12,000 each year.? ? This has also meant reduced stress and burnout for nearly 48% of employees, contributing to improved sleep, increased exercise, and better personal relationships. Employees are also able to put the additional time saved in commuting into hobbies and self-care. However, we need to recognize how these new work models are reshaping workplace culture and employee behavior. As with all revolutions, the future of work needs to be supervised with new challenges emerging: ? Isolation and burnout can drain employees into “quiet quitting”. ? Lack of oversight could create a management crisis. With more employees opting to work remotely on Mondays and Fridays, alongside a growing number of women with young children choosing remote work, maintaining workplace diversity poses a significant challenge.? ? Division between in-office and remote employees could also influence team dynamics. At SAP, we balance these through our?flexible work model, empowering employees to decide not only their remote workdays but also their working hours and location. We want our employees to take the lead in aligning their productivity without undermining their personal lives. The flexible work model is designed to meet both business and individual needs, ensuring that our global talent pool of over 105,000 people can thrive.? ? We believe in driving profits by staying connected, regardless of the medium. Along with tailored office spaces that foster community bonding, I’m sure in-office at SAP won’t go out of style. ? The future of work is not just flexible; it is inclusive. Let’s continue to cultivate a culture of growth where work fits into our lives — not the other way around! ? #FutureOfWork #HybridWork #InclusiveWorkplace #Flexibility #SAP

?? Back to the Office: A Step Forward or a Step Back? ?? As companies grapple with post-pandemic workplace norms, many are mandating employees to return to the office. While this may seem like a way to foster collaboration and company culture, there are critical reasons why it could be counterproductive: 1?? Productivity Isn’t Bound by Walls: Remote work has proven that employees can be highly effective from anywhere. Forcing a return risks demoralizing top talent who thrive in flexible environments. 2?? Retention Challenges: Flexibility is now a key factor for employee satisfaction. Mandating office work could alienate current staff and deter new talent from joining. 3?? Cost Considerations: Employees save time and money working from home. Commuting costs, office attire, and meal expenses add up, impacting morale and financial well-being. 4?? Diversity and Inclusion: Remote work opens doors for individuals with disabilities, caregivers, and others who may find commuting or traditional office hours challenging. 5?? Environmental Impact: Less commuting equals fewer emissions—a significant benefit in our fight against climate change. Instead of mandating office returns, companies should focus on hybrid models that empower employees to choose where they work best. Flexible work environments aren’t just about convenience—they’re about trust, inclusivity, and innovation. ?? What’s your take? Are office mandates the right move, or should companies embrace the future of work?

I'm sure that with the approach of the summer, I'm not the only one that think seriusly on work some days from home. And, do you know? Recent studies have revealed several important insights about hybrid work in 2024, highlighting that hybrid work models can increase productivity and improve employee well-being by providing flexibility, as employees who can choose their work environment report higher job satisfaction and lower stress levels, reshaping the concept of work-life balance and evolving company cultures, with companies now focusing on creating more inclusive and adaptable work environments that cater to both in-office and remote employees, which is crucial for retaining talent and maintaining employee engagement, hybrid work has also changed the dynamics of team collaboration, offering flexibility but requiring new strategies to foster effective communication and innovation, with regular in-person meetings combined with virtual collaboration tools being essential for maintaining team cohesion and creativity, the adoption of advanced technologies is vital for supporting hybrid work, with investments in digital infrastructure, cybersecurity, and collaborative tools being necessary to ensure seamless operations and protect sensitive information across different work environments, these findings underscore the importance of designing hybrid work models that are flexible, inclusive, and technologically equipped to meet the evolving needs of the modern workforce. #RashaServices #Motivation #Team #Summer #Hybridwork #Support

The Future of Work: Mastering the Return to Office (RTO) in 2025 More and more of our clients are shifting back to the office, often asking us to run sessions that equip managers with the skills to have challenging conversations. Here is a round up from our research on the RTO debate that continues. The workplace is evolving. While the pandemic normalised remote work, 68% of companies globally now offer flexibility, and 43% have adopted structured hybrid models. In 2025, the challenge for leaders is creating environments that balance collaboration, flexibility, and productivity. Why Returning to the Office Matters 1. Collaboration Thrives In-Person 92% of executives say in-person collaboration is critical for innovation (Microsoft Work Trend Index). Example: Sonos improved product development with two in-office days weekly. 2. Culture and Career Growth Offices foster community, smoother onboarding, and better engagement—15% higher than remote setups (Gallup). 3. Mental Health Support Structured office days reduce isolation and improve social connections, boosting well-being. What Employees Want 68% of employees globally prefer hybrid work, blending flexibility and in-person benefits (PwC). Only 7% prefer full-time office work, reflecting the demand for balance. How To Lead the Shift 1. Communicate Clearly Share the "why" behind RTO, highlighting innovation and career growth. Data: Hybrid workers are 35% more productive than remote peers (Forbes). 2. Offer Flexibility Mandating full-time office work risks attrition—50% of employees would quit if forced to return five days a week (WSJ). Hybrid options ease resistance. 3. Create Appealing Workspaces Invest in spaces that foster collaboration and engagement. Example: UK startups use wellness rooms and team events to boost attendance. The Path Forward The future of work integrates the best of remote and in-office models. Leaders are key to fostering well-being, innovation, and success. How are you balancing flexibility and collaboration in 2025? Let’s connect! #FutureOfWork #HybridWork #HRLeadership #LearningAndDevelopment #WorkplaceTrends

In the ?????????????? ???????????????? ??????????????????, driven by ?????????? ?????????????????????????? ???????????????????????? and ?????? ?????????????????? ???? ?????? ???????????? ????????????????, hybrid work arrangements are emerging as the most fitting and popular choice. Here’s why: ?????? ???????????? ???????? ???????? ?????? ?????????????? ??????????????: ??. ??????????????????????: Hybrid work allows employees to divide their time between working remotely and in the office. This flexibility helps balance personal and professional commitments, leading to increased job satisfaction and productivity. ??. ???????????????? ????????-??????????: The option to work from home reduces commuting time and stress, contributing to better mental health and work-life balance. Employees can design their work environment to suit their preferences, enhancing comfort and efficiency. ??. ???????? ????????????????????: For employers, hybrid work can reduce overhead costs associated with maintaining large office spaces. For employees, it cuts down on commuting expenses and time, which can be reinvested in their personal or professional growth. ??. ???????????? ???? ?? ?????????? ???????????? ????????: Hybrid work arrangements enable companies to recruit talent from a broader geographic area, not limited to those within commuting distance. This can lead to a more diverse and skilled workforce. ??. ???????????????? ????????????????????: A hybrid model can make companies more resilient to disruptions. Whether due to health crises, environmental issues, or other unforeseen events, having a remote work infrastructure ensures that operations can continue smoothly. ??. ????????????????????????????: Reduced commuting and lower office space requirements contribute to environmental sustainability. Hybrid work supports corporate social responsibility goals by lowering the carbon footprint. ??. ???????????????????? ??????????????????????: Advances in communication and collaboration tools have made it easier than ever to work effectively from anywhere. Tools like Zoom, Slack, Microsoft Teams, and project management software support seamless hybrid working environments. ?????? ???? ???????? ???????????? ???????? ????????????????????: ?????????? ????????????????: Establish clear guidelines for remote and in-office work, including expectations for availability, communication, and performance. ?????????????? ??????????????????????????: Maintain regular check-ins and updates to ensure team cohesion and address any remote work challenges promptly. ???????????????????? ?????? ????????????????: Provide the necessary tools and training to ensure employees can work effectively from any location. ???????????????? ??????????????: Offer support for home office setups and promote initiatives that encourage work-life balance and mental well-being. (continued in the comments…)

Companies that don’t get hybrid work right won’t survive. Period……………………………….. The data on workplace choice is both undeniable and unavoidable: 1) Remote work boosts employee job satisfaction + commitment Commuting all. the. time (!). takes a major physical, emotional, and financial toll. It also makes being a caregiver that much more taxing. Shocking that people would value an organization that understands this, right? Wrong! 2) People who work for firms that offer flexibility exhibit considerably lower rates of depression and suicide The flexibility to take care of one’s self. The flexibility to see friends/family. The flexibility to embrace hobbies. Shocking that all these things are making people happier, right? Wrong! 3) Increased autonomy and control over work schedules = you guessed it…higher job satisfaction We all work differently. We are all in different seasons of life. We all face external challenges outside of our control. Shocking that the agency to GSD on someone’s own terms makes them more satisfied in their work, right? Wrong! -- Again, this is all backed by irrefutable peer-reviewed studies from the likes of: - Florida International University (led by Ravi Gajendran and his team) - University of Pittsburgh (led by Mark Ma and his team) -- But there is one “dark side” to all of this light: Loneliness and isolation. But before you start singing from the return-to-office rooftops… It’s more nuanced than that: 1) People did report being more lonely and isolated during Covid 2) But post-Covid flexibility has people reporting being happier 3) And if companies invest in intentional gatherings + provide options on where to work all should be good Flexibility within a framework is what people need. Want! And desire!!! -- There’s a mountain of evidence to suggest that companies who don’t get hybrid right will perish………………………………………………. Agree? Shout out to Dr. Gleb Tsipursky for pulling all these data points together for me to riff on. ??