Philadelphia calls its 25,000 city employees to come back to the office from remote work. Makes sense to us!
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What do you think? CEO on Hybrid Working: "In some instances working from home can be seen as a 'reward' or 'privilege' whilst working from the office can be interpreted as a solution or remedy for deficient performance, i.e., direct supervision of staff is required." Discover more insights in our 2023 Australian Local Government CEO Index. https://lnkd.in/eXhQvAf6 #HybridGovWork #GovFlexWork #LocalGovHybrid #FutureofGovWork #PublicSectorHybrid #FlexibleGov #HybridWorkChallenges #LocalGovCulture Clare McCartin Justin Hanney Stephen Veness Adam Meadows (GAICD) Jarrod McLauchlan Seamus Scanlon Emma Wallace Ryan Webster Jodi Walton
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In response to the question, 'What do you think?' about hybrid working, in my opinion, the effectiveness of a remote work model hinges on a management mindset rooted in trust. The notion that working from home is a 'reward' while office work is a 'performance remedy' is outdated. The key is identifying the optimal environment that elevates productivity and job satisfaction for each team member. As a seasoned Instructional Designer, I've found that remote work offers many benefits. My self-motivation thrives in a home setting, free from the typical office distractions, allowing me to concentrate on delivering high-quality projects. The time saved on commuting translates into additional productive hours and greater work-life balance. Moreover, the flexibility of remote work enables me to align my tasks with my peak productivity periods. Advanced collaboration tools like Microsoft Teams facilitate seamless communication and project management. From showcasing projects and updating timelines to real-time editing during meetings, everything is achievable. Thanks to these digital platforms, I remain fully integrated into the team dynamic despite the physical distance. In summary, the future of work should not be confined to a physical location but be defined by how effectively we can collaborate and contribute, irrespective of where we are. I advocate for flexible working models that empower professionals to perform at their best for their well-being and the organisation's success.
What do you think? CEO on Hybrid Working: "In some instances working from home can be seen as a 'reward' or 'privilege' whilst working from the office can be interpreted as a solution or remedy for deficient performance, i.e., direct supervision of staff is required." Discover more insights in our 2023 Australian Local Government CEO Index. https://lnkd.in/eXhQvAf6 #HybridGovWork #GovFlexWork #LocalGovHybrid #FutureofGovWork #PublicSectorHybrid #FlexibleGov #HybridWorkChallenges #LocalGovCulture Clare McCartin Justin Hanney Stephen Veness Adam Meadows (GAICD) Jarrod McLauchlan Seamus Scanlon Emma Wallace Ryan Webster Jodi Walton
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30+ years as Chairman, CEO, Founder. Business & Civic Leader. Value professional will, dignity, and personal humility.
As the world adapts to new work norms, employers face a challenge: How to entice employees back to the office? Instead of mandates, companies must create and communicate the value of in-person collaboration over time. But let's not forget our civic responsibility—the workplace impacts not only our work lives but also our communities. Read on for insights on balancing flexibility and the future of work from Christopher Wink, CEO of Technical.ly, and yours truly.
Is return to office a civic responsibility? This tech exec says yes
technical.ly
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“Detailed socio-economic research will be necessary to determine whether the pluses of hybrid working outweigh the minuses.” In this excerpt from his new book, journalist Jon Peirce examines the future of hybrid and remote work in a post-pandemic world.
Hybrid Workplaces Are Still a Headache | The Walrus
https://thewalrus.ca
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Weekly Roundup This month, The Partnership for New York City surveyed over 130 Major Manhattan Employers. Here are their results : 1) 56% of Manhattan office workers were at their workplace on an average weekday. Pre-pandemic, this number was 78%. 2) 30% of Manhattan employers have increased office attendance requirements/mandates. 3) Three days a week has emerged as the dominant hybrid work pattern, with 38% of office workers in the office that often, followed by 17% each who are in the office either four or two days. About 11% of office workers in are in the office full time and 7% are fully remote. My thoughts : Today, I could've worked from home. I didn't have any scheduled in-person appointments. But for me (and I know everyone is different), I simply am more productive in the office than from home. At home, I'm more prone to take breaks, or be in a less focused mindset.
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Changes in how we work are raising expectations for offices. In response, we have a once-in-a-generation opportunity to redefine the workplace. Be the first to hear how our approach helps you do just that. https://lnkd.in/gPNgfgKW
Uncover the Purpose of your Place
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🏢 The future of #HybridWork calls for a new kind of office, where #collaboration and #inclusivity are at the forefront. Learn what an office designed with employees in mind looks like from EVP and GM, Jeetu Patel, via Yahoo Finance: http://cs.co/6044Pswa8
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It's so interesting to see return to office and working arrangements in the media again at the moment. As we near schools returning (if not already back) we are seeing a big trend in organisations announcing a similar level of office presence required from their employees, even contractors too. Since the beginning of the covid era and now post covid, it's clear to me that there is no 'correct' way of managing in person, hybrid, remote or flexible working. There are so many differences in preference from individuals, teams and executives/managers - it's obviously complex beyond what a survey or group discussion can tell you. That being said, I do feel it is important for organisations to have a clearly communicated view on what's expected around office presence, the purpose and ability to be flexible. Dramatic changes in working arrangements will affect retention, morale and external hiring along with other issues such as inclusion. What are your views around how to manage communicating office presence change? Is it possible to be flexible and fair with a blanket approach? #inclusion #futureworkplace #talentmanagement
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Top Resume Writing Voice and Certified Career Strategist | Empowering over 1,300 job seekers with the tools to take their career to the next level. | Member, Forbes Coaches Council
Bringing employees back to the office doesn't have to be contentious and doesn't have to wreck morale. #remotework #careertransition There's a better way to do it. Read my latest for Forbes Coaches Council. https://lnkd.in/erdnZ2i4
Council Post: How To Bring Your Workforce Back To The Office With Dignity
forbes.com
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Will Watson, our Head of London, says he has seen an 80pc increase in searches for a pied-à-terre in the capital compared to this time last year. “Two years on from a pandemic-fuelled migration from London, with a glimmer of hope that remote working could be here to stay, the recent drive from major employers to get people back into this office for at least three days a week, or even four or five days in some cases, is leading a few people to reassess their living situation.” Read more here: https://lnkd.in/ep5Vmzjy #hybridwork #apartmentlondon #propertyinvestment #workfromhome Read more here:
The City workers bemoaning the end of their work-from-home idyll
telegraph.co.uk
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