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How can companies balance in-office and flexible working? The recent wave of return-to-office mandates from companies like Google, Disney, and Amazon has sparked backlash, largely due to tone-deaf messaging. While there are undeniable benefits to both in-office and flexible work, the key to success lies in how these policies are communicated and implemented. I agree with Harvard Business Review that framing the conversation as a collaborative effort rather than an adversarial one is vital. Leaders should focus on mutual value, recognizing the benefits of strong community ties and employee autonomy. Furthermore, adopting a data-driven, iterative approach ensures policies evolve based on real feedback and changing needs. #Leadership #WorkplaceCulture #FlexibleWork #HR #Innovation

When I talk to HR leaders, they face 1 of 4 challenges: 1?? Challenge: Expectations for company support are rising, but uptake of benefits is low. Solution: Carve out time for people to engage with benefits and support during work hours. Greater participation in benefits means more satisfied employees. 2?? Challenge: The cost of living crisis has seriously impacted employees’ wellbeing. Solution: Introduce easy-to-access initiatives on finances or wealth management. Cover things like managing household spending, bills, and debt. Employees will feel supported, reducing stress and improving productivity. 3?? Challenge: Existing financial wellbeing solutions, such as coaching, only add to to-do lists. Solution: Offer user-friendly, automated tools that fit into employees’ lives without adding extra drudgery. Effective solutions should reduce stress, not create more. 4?? Challenge: Hybrid working creates issues with engagement and motivation. Solution: Move with the times to provide flexible, remote-friendly support that fits into hybrid work schedules. Employees then stay motivated and engaged, no matter where they work. Get started, learn, iterate, repeat.

Many companies have mandated a return to the office (RTO), often with tone-deaf or adversarial messaging. This has led to employee backlash and viral social media responses. Crafting effective RTO policies is challenging but essential for balancing the benefits of in-office and flexible work. Amy Edmondson and Mark Mortensen offer helpful tips in their recent Harvard Business Review piece: 1. Engage in Dialogue and Be Transparent: Successful RTO policies require open dialogue with employees and clear communication about critical outcomes. Frame these conversations as collaborative rather than adversarial. 2. Acknowledge Trade-offs and Be Patient: Recognize the significant life changes employees made during the pandemic, such as moving or shifting care responsibilities. Acknowledge these challenges and commit to finding solutions together. Avoid adversarial language and frame work design as a collaborative problem-solving process. 3. Focus on Mutual Value: Highlight the mutual benefits of both in-office and flexible work. For instance, being part of a strong organizational community benefits individuals and boosts innovation, which is valuable for both employees and the organization. 4. Adopt a Data-Driven, Iterative Approach: Use a data-driven, collaborative process to design work arrangements. Recognize that no single policy will be perfect and be open to periodic reassessment and adjustments. Leaders should shift from using sticks to using carrots, creating an energizing office environment that employees are excited to return to, rather than pushing them against their will. By adopting these strategies, companies can create effective, balanced work policies that benefit both employees and organizations. My Perspective: The right RTO policies can solve an often-cited inconsistency about what employees want—flexibility and connection. By thinking of these not as opposites but as outcomes that can both be achieved, we can better find opportunities to do both. #ReturnToOffice #FutureOfWork #Learning #Data #Collaboration #HumanResources #Innovation #Work #Leadership #RemoteWork #Global #Differences #HumanBehavior #Growth https://lnkd.in/ec4dc_2e

Recent research conducted in a real company showed that employees who worked from home 3 days a week experienced higher satisfaction and lower attrition compared with their colleagues who worked from the office. This reduction in turnover saved millions of dollars in recruiting and training costs. #EmployeeRetention #EmployeeSatisfaction #HybridWork

Recent research conducted in a real company showed that employees who worked from home 3 days a week experienced higher satisfaction and lower attrition compared with their colleagues who worked from the office. This reduction in turnover saved millions of dollars in recruiting and training costs. #EmployeeRetention #EmployeeSatisfaction #HybridWork

Recent research conducted in a real company showed that employees who worked from home 3 days a week experienced higher satisfaction and lower attrition compared with their colleagues who worked from the office. This reduction in turnover saved millions of dollars in recruiting and training costs. #EmployeeRetention #EmployeeSatisfaction #HybridWork

When accounting firm KPMG surveyed 1,300 chief executives worldwide earlier this year, "a majority (83%) predicted that companies will shift to require a 'full' return of employees to in-office work in the next three years" (CFO Dive Brief, September 20, 2024). For an opposing view, see Forbes' 2025 workplace trend #8 (Hybrid is the New Normal): "Despite their best efforts, attempts (involving either threat or enticement) to persuade employees to give up the freedom of work-from-home have largely proven unsuccessful. The simple fact is that for every company issuing an ultimatum that workers return to their desks full-time, another realizes that offering flexibility is the key to attracting top-tier talent. This means that hybrid working is quickly becoming the default in skilled roles." -- Bernard Marr, futurist and best-selling author What's your opinion? More likely hybrid or full Return to Office over the next couple of years?

Why are some firms asking their employees to return to office five days a week? Summary: The decision by some firms to mandate a five-day return to the office (RTO) stems from various motivations, including perceived productivity gains, enhanced collaboration, and clearer performance monitoring. Companies like Amazon and Grab have highlighted these reasons, despite employee preferences for flexible arrangements, as revealed by a Robert Walters survey where 82% of workers favored flexibility. Key drivers for the RTO trend include: Cultural and Managerial Factors: Older, male CEOs are more inclined to enforce office attendance, as seen in the KPMG 2024 CEO Outlook. This demographic tends to prioritize traditional work structures over hybrid models. Operational Challenges: Larger firms, especially in tech, face complexities in assessing productivity and determining layoffs. Mandating RTO can inadvertently prompt voluntary resignations, simplifying workforce reductions. Policy Fairness: Without uniform metrics for productivity across roles, firms may opt for a universal in-office policy to ensure perceived fairness. While RTO has advantages, such as fostering camaraderie and "water cooler chats," it risks alienating top talent and reducing work-life balance. Flexible adaptations, such as remote work allowances, are seen as a middle ground. The debate highlights a tension between organizational goals and evolving employee expectations, raising questions about the sustainability of rigid RTO policies in a competitive talent market. #ReturnToOffice #FlexibleWork #WorkplaceTrends #HybridWork #EmployeeEngagement #Productivity #WorkplaceCulture #FutureOfWork #TalentRetention #CorporateStrategy

“I’m not allowed to work from home, so I don’t” Understandable way to deal with corporate BS and the ridiculous return to office mandates ?? Return-to-office mandates are a corporate charade. They’re about control, not productivity. The evidence is clear: it doesn't boost firm performance but does tank employee satisfaction. It’s time for companies to wake up. Flexibility isn’t a perk; it’s the new standard. Firms need to adapt or risk becoming relics of a bygone era, losing their best talent to more progressive organizations. PS: Subscribe to our newsletter for research and case studies on new ways of working: https://lnkd.in/emN_R95n ?? Repost to end the childish work-from-home debate Image shared by: Zain Kahn

Recent research conducted in a real company showed that employees who worked from home 3 days a week experienced higher satisfaction and lower attrition compared with their colleagues who worked from the office. This reduction in turnover saved millions of dollars in recruiting and training costs. #EmployeeRetention #EmployeeSatisfaction #HybridWork