Liam Paschall’s Post

Return to office, remote work or a hybrid. There are pros and cons to all options. One area that can't be debated is the ability to develop a shared sense of purpose, belonging and a strong company culture as a fully remote workforce. In most cases, these attributes cannot be cultivated and nourished through full-time remote work. Hybrid is better but people aren't developing depth relationships with their co-workers due to the loss of proximity and casual conversations at the water cooler. A computer screen, Zooms, brand kits with t-shirts and mugs just don't replace in real life connectivity. Humans are social beings and most crave social connectedness. Social connectedness is also tied to longevity, better physical and mental health and more. When a person spends 8+ hours a day, 5 days a week working, this time counts towards you either filling your social connectedness tank or running on fumes. It's just not the same via a computer screen and once or twice a year BBQs. What I'm seeing with full-time RTO resistors are people, who do not represent the majority, getting an outsized influence over the majority of people who either want to return to the workplace or don't have an issue with it. For every parent I know that wants to work remote so they can spend more time with their kids I know another 2-3 people who crave the in-person workplace so they can detach from that part of their life and focus on their professional goals and aspirations. I'd like to hear more about the benefits of RTO vs. the criticism. I'd also like to see more research about how companies that have gone fully remote since COVID have faired with recruitment, retention, employee engagement and company culture. #RTO #hybridwork #remotework #employeeengagement

25+ years as a remote worker of which 20 of them I have run my company Lodestar Solutions as a remote company managing people all over, I want to say remote work environments DO WORK! Many of the executives I coach initial said post pandemic they were going to force people back to the office. I warned them they will lose top talent! This article is an interesting read about how Dell Technologies’ force them back to the office approach backfired. Executives, it’s time to learn a new approach! It’s time to learn tools, techniques and methodologies to manage remote teams so you can keep and attract top talent! If you are really struggling with this, message me and lets chat. I am happy to share what works for me. Hmm maybe I should create a webinar on this topic. Make a comment if you would be interested in a webinar and share your struggles. The WORLD has changed and it’s not going back. Lets share what works managing remote workers. You can do this!! https://lnkd.in/e48SeM9S

In a recent move, Dell mandated employees return to the office or face consequences, including no promotions or new role opportunities for those choosing to remain remote. Surprisingly, nearly half of the workforce opted to stay remote, prioritizing their quality of life over career advancement. Employees cited increased free time, reduced financial strain, and the impracticality of in-person meetings when teams are globally distributed. This trend underscores a growing sentiment among workers that personal well-being and work-life balance outweigh traditional incentives like promotions, reflecting a significant shift in workplace priorities. While remote work isn't necessarily the right fit for every organization or team, what truly matters is understanding and aligning with what your team values. By accommodating these preferences, whether it's remote work, hybrid models, or in-office presence, companies can foster greater job satisfaction and, ultimately, achieve greater organizational success. Tailoring work environments to meet the needs and values of employees can lead to enhanced productivity, engagement, and loyalty. This article highlights a possible disconnect in that evaluation process. #Leadership #RemoteWork #WorkplaceCulture #HybridWork #OrganizationalSuccess #FutureOfWork #EmployeeEngagement #QualityOfLife https://lnkd.in/gcsePCNN

Wow, I didn't see this coming! Dell's announcement of not promoting remote employees in the same way as their in-office counterparts is shocking. This policy highlights the evolving landscape of hybrid work and the unique challenges remote employees face. While remote work has become a cornerstone of flexibility and productivity for many, it seems the traditional guidelines of recognition and advancement are being reevaluated, at least by Dell. As someone invested in the future of work, I find this decision both intriguing and thought-provoking. It prompts us to examine the broader implications of remote work policies on career progression and organizational culture. How do we ensure equity and fairness in a hybrid work environment? What measures can companies take to acknowledge and reward the contributions of remote team members effectively and how as employees do we identify companies that provide equal opportunities across work locations? While Dell's approach is shocking, it serves as a reminder of the ongoing dialogue surrounding remote work's impact on professional growth. As we navigate these unprecedented times, inclusivity and adaptability in promotion strategies must be a focus in corporate strategy, ensuring that talent is recognized and valued irrespective of their physical location. #RemoteWork #HybridWork #FutureOfWork #CareerGrowth #WorkCulture #FortuneArticle

The Great Remote Uprising: Location Independence or Broken Ladder? Let's talk about the elephant in the cubicle (or lack thereof). Nearly half of Dell's US workforce is choosing work-from-home bliss over promotions! Is this a global trend, or is America falling out of love with the office? This shift in priorities begs a crucial question: are companies offering the right rungs on the career ladder for a remote workforce? Is there a growing disconnect between corporate culture and employee needs? The answer, my friends, is likely a resounding YES. People are craving flexible, work-life integrated environments that allow them to thrive, not just survive. Productivity is soaring for many with the freedom to work when they're most focused, blurring the lines between the traditional 9-to-5. But are companies equipped to support and reward this new normal? Here's the challenge for businesses: how can we attract and retain top talent in a world where location is no longer a barrier? Do we need a culture overhaul to bridge the gap between in-office and remote employees? The future of work is dynamic, and the companies that embrace it will be the ones who win. Let's ditch the outdated models and co-create a work environment that fosters productivity, well-being, and success for ALL. #RemoteWorkRevolution #WorkLifeBalance #FutureOfWork #CultureShift #TalentAcquisition

Such is the consequences of non-manufacturing jobs. we need to reexamine our entire manufacturing and service industries, bring those back home and stabilize work pay for jobs along with workers rights. clear paths to promotion should be provided with the assumption 100 of the work force is or will be remote or mostly remote In the article: Remote workers pointed out... 'it seemed pointless to go in for an in-person office when the teams they worked on were already distributed across multiple offices around the world, so they'd mostly still be on Zoom calls anyway.' Dell... reveals nearly 50 percent of the workforce opted to accept the consequences of staying remote [No option for promotion in the company]... more free time and less strain on their finances.... Stanford Institute for Economic Policy Research...[about] 10% drop in productivity... [HOWEVER...] cost-saving benefits of remote work could make up for some of that... https://lnkd.in/gtUcCQHc

"My meetings are now with people in different conference rooms across the country by themselves." Listen, I’m all for in-office gathering. Even a hybrid policy that’s more office than remote. I encourage it! Because I know that connecting in person really does provide benefits that virtual connection just can’t. But if you aren’t intentional about both the execution AND prioritizing your people and their needs, then you’re setting your organization up for a challenge, like this example at Dell. Dell’s employees did the math and many decided that giving up opportunities for promotions (seeing as there don’t seem to be many anyway) was worth it in order to keep their remote-work status. To make matters worse, Dell closed some local offices on some of the employees who would’ve elected for hybrid status (thus keeping them available to promotions). A few suggestions I’d make to Dell to better align with their people’s needs: – Design days in the office *worth* the commute. If people are forced to come into an empty office only to be on virtual calls all day, you’ve just created a recipe for resentment. – Don’t tie promotions to hybrid or remote status when many of your employees don’t live near an office (especially if you closed the ones they were near). – Realize that for a lot of people, flexibility is more important than promotions or even pay. – If the majority of your people are choosing remote work anyway, take a leaf out of Atlassian’s Work From Anywhere playbook and bring your people together a few times a year instead of forcing them into a hybrid arrangement they don’t want. According to Atlassian’s research, “intentional team gatherings lead to a 27% increase in feelings of connection, especially among new graduates and new hires, and that this boost lasts for 4-5 months.” – Prioritize internal mobility, or people won’t see a path forward in their organization (Bonus: Design a mobility track for individual contributors who don’t want to go into management). Our world of work is only going to become more distributed, especially for knowledge workers. So instead of fighting it, let’s be intentional about when, where, how, and why we gather. And when we do, create moments that matter. https://lnkd.in/eWY-zFYq

Dell have announced a no promotion policy for remote workers. 😮 Unless workers adopt their hybrid policy, working 3 days per week in the office, they will be overlooked for promotion and not able to change roles. 😦 So Dell aren't saying there is a business necessity for staff to be in the office 3 days per week, as staff can still chose to work 100% remotely. They are simply choosing to treat remote workers unfairly?? 🤷♀️😡 Not quite in line with this statement from their career's page: "A culture that fosters innovation and values a diverse and inclusive workplace" 🤣🤣 #InclusiveWorkplaces #FlexibleWorking #HybridWorking https://lnkd.in/e24HRPCK

The tug-of-war between remote and in-office policies is more pronounced than ever. 🏢 🏠 Fortune recently reported that Dell's workforce is currently experiencing this tension, with nearly half of its U.S. employees choosing remote work over promotions. Despite Dell's return-to-office (RTO) policy, which includes tracking office attendance and VPN usage, the allure of working from home remains strong. "I can do my job just as well from home and have all of those personal benefits as well," one employee shared with Insider. This sentiment is echoed globally, as a third of Dell's international workforce also opts to stay remote. The policy, which requires hybrid employees to work in person for at least 30 days per quarter, aims to foster in-person connections. However, many employees find in-person work impractical, especially when teams are spread across different time zones. The resistance to RTO policies isn't unique to Dell. SAP faced a remote-work rebellion, and a FlexJobs survey revealed a significant portion of workers would take a pay cut for the option to work remotely. It seems pretty clear: many employees value flexibility. Yet, companies continue to reward in-person work. Live Data Technologies reports that hybrid and in-person employees are more likely to be promoted. CEOs argue that presence fosters ownership and connectivity. Stanford economist Nick Bloom, however, presents a different perspective. His study in Nature highlights the benefits of hybrid work, noting increased job satisfaction, reduced turnover, and maintained productivity and promotion rates. The data suggests that flexibility may not just be a perk, but a strategic advantage for retaining talent and enhancing productivity. It's time for businesses to weigh the evidence and consider if rigid RTO policies are truly beneficial, or if a more flexible approach could be the key to future success. Read the article here: https://lnkd.in/dZhiWU3v

The Balance of Remote Work and On-Site Collaboration: Lessons from Dell’s Approach Recently, Dell gave its employees an ultimatum: return to the office or forgo opportunities for promotion or moving to new roles. Surprisingly to their management, nearly half of their workforce chose the "or else" option, opting to remain remote despite potential career stagnation. (Link: https://lnkd.in/ecPm2C22) This scenario sheds light on a crucial dynamic in the modern workplace. On-site collaboration undoubtedly has its benefits—spontaneous brainstorming, deeper team cohesion, and the ease of face-to-face communication. However, the response from Dell's employees reveals a significant gap in understanding between management and the workforce. Remote work offers flexibility, improved work-life balance, and often heightened productivity for many. Companies that fail to recognize these advantages risk alienating their employees and losing talent. Dell’s experience shows that a substantial portion of their workforce deeply values remote work, more than management might have anticipated. To move forward, companies should strive for a balanced approach: 1. Engage in open dialogue: Understand employee needs and preferences through regular surveys and discussions. 2. Performance-based evaluations: Focus on output and results rather than physical presence. Many companies and managers struggle with this. 3. Be more thoughtful about who and what work needs to be onsite work. Am I coming into a physical office to spend 85% of my time there communicating with someone who is far from that office? What do you think? I used to come into the office every day, but even before covid I realized my team was more international and all the people in our local Atlanta office were nice but they were not the people I was working with on a typical month. By adapting to the evolving expectations of the workforce, companies can harness the full potential of their employees, foster loyalty, and drive success in a rapidly changing work environment. #RemoteWork #HybridWork #WorkplaceEvolution #EmployeeEngagement #Productivity