Adam Grant’s Post

Haven’t read the whole study yet. It makes sense. Also, it’s been my experience that there are times where hybrid or WFH creates friction in organizations between those employees who benefit and those who can’t work from home…for example, employees that need to be in a lab or production facility. What are your thoughts? #remotework #hybridwork #mixedwork #workfromhome #quality #smartwork #EmployeeEngagement #Leadership #WorkplaceCulture #innovation #management

Being a data-based decision making organization requires courage - especially when the data suggests a change (in behavior, attitude, etc) is needed. We should strive to manage to outcomes, not in-person face time. #courage #data https://lnkd.in/g3kDqGav

Interesting data to say the least. We often hear that leaders are implementing RTO policies to enhance/ensure productivity, “get the culture back”, drive connection etc 1) If your managers weren’t driving productivity and accountability before when they had all the tools and time before, what makes you think they will do it now 2) The old culture is dead and long gone. Time to forge a new one and rebuild / build from scratch 3) You need to deputize AND incentivize AND retain your culture carriers to be the driving force for that new culture.

I am a strong advocate for hybrid work. The flexibility it offers allows employees to choose the schedule that suits their performance needs. I value evidence-based approach, and this project, which involved over 1,600 participants over two years, has shown excellent results of using hybrid model. Personally, my ideal weekly schedule consists of four days in the office and one day working from home. As an HR professional, I prioritize being with my colleagues and making time for them to converse with me, but I also require time away from the office to focus on reflection, reading, drafting communications, and developing new programs that support employee growth and business objectives. What is your favorite weekly work pattern? #managementissimple

Personal view: I think hybrid is the result of a technology revolution that is disrupting the workplace, the tech are cloud computing, cheap laptops and ubiquitous high speed internet, this societal change was accelerated by WFH during COVID, though most business interests are naturally resisting as this outcome leads to underutilized assets and non optimal business models, those who adapt and write down those assets soonest will be better placed.

There is no doubt flexibility and freedom in working patterns are what the workforce has been seeking for decades. For better or worse, COVID acted as the accelerant to make this flame the fiery new reality. As a management consultant over the last 20 years I've been privileged to work in variety of locations from petrol station car parks to fast food restaurants to the cramped middle seat in the back of an airplane. With the flexibility came the important reminder to remain self-disciplined to deliver on commitments whilst preserving the trust, confidence, and collective value amongst the teams and colleagues you support. Promoting workplace flexibility does not suggest a correlation between being out of sight and being out of office. We must consider how to strategically apply the right balance of behavioural and technical skills to learn, adapt, and evolve as a workforce delivering in a hybrid workplace. In doing so, we will empower our teams to act with independence and autonomy, equipped with the right guidance and guardrails to deliver mutually shared outcomes and key results. #organisationdesign #workforceplanning #employeeexperience #workforceanalytics #workforce #agile #behaviouralchange #transformation #digital #ai #inclusion

Yes!! This approach truly offers significant long-term benefits. As a manager, I've always prioritized flexibility and creating an environment where my team can perform their best work, in whatever way is most effective each day. While some may see this as catering to individuals, it builds trust and fosters a more engaged team. And engagement directly boosts productivity! If you want more out of your people, give them some time back. And more importantly, trust your people to get the job done. The returns are tremendous.

I worked 100% remote for nearly four full years (2018-2022). Before that, I was 100% in office because, you know, that's what we did. Joining a hybrid team in August 2022 merged the best of both worlds for creative comms output. Monday & Thursday: In office, we get all the collaboration we can fit in. Problem solving, brainstorming, rethinking, white boarding, and of course laughing. Tuesday, Wednesday & Friday: We enter TCB mode with project work and deadlines at home. Cue quality time with the dog and the extra non-commute minutes to start the day. (We manage to laugh together on WFH days, too.) This research confirms what I've suspected. Hybrid — with a heaping dose of thoughtful intention, clear expectations and healthy norms — totally pays off.

Something for leaders to think about.

Totally agree. If do-able, it makes no sense for people to commute to sit in an office or cubicle, having virtual meetings when this could be done from home. Less traffic, better for the environment, more family time, distribution of money in areas where people live (if eating out at lunch or after work), etc. Happy employees are more effective and harder working employees. If, going into work is warranted, for in-person meetings, etc, then that is understandable but depending on your role, being physically at work 5 days a week (whatever your schedule) is an antiquated notion.