Organizations push high volumes of personal (focus) and transactional (collaborative) work, often at the expense of relational (connection) work. And it’s gotten worse since the pandemic.
The pandemic has taught us that work and life are pretty hard to treat as two dichotomous elements of a singular person.
I’ve been in several meetings with leaders lately who feel an urgency to take action with respect to changing their office space. However, it’s clear they don’t fully understand the “why” underlying that urgency.
It’s not appropriate for people to return to a workspace that hasn’t changed since March 2020.
Our true motivation is knowing we will see our colleagues.
As we begin 2022, it’s important for all of us to reexamine the definition of the word “collaboration.” Not only is it the action of working together to create something, but it also includes making yourself a resource to your collaborators—your co-workers.
To make the best predictions possible, one skill we need to hone is seeing the unsaid.
If you are embarking on that journey and wisely trying to include stakeholders in the process, make sure to work with a researcher who knows how to help you use your data for years to come by highlighting the insights.
A hot topic right now is the notion of employers offering employees a flexible work environment. However, it leaves a lot of us wondering: Just what does a “flexible work environment” mean, and how does it help us to be our best?
Organizations and teams who are successfully working hybrid have individuals and managers who trust each other.
What became clear was that most people think about the concept of productivity at the individual level.
Middle managers who work at an organization where robust remote work policies were not in place prior to the pandemic are increasingly the go-between for individual contributors and executive leaders—even more than they were in the past.
When you send an email, how long does it take to get a response? It can be frustrating to sit around, waiting to hear back.
Where the hybrid model breaks down is in efficiency. Based on the data we’ve collected, it is proven that it takes a significantly higher amount of energy for organizations to collaborate and strategize, as well as be more innovative and creative, when working in a hybrid model.
One of our many discoveries has been how a person’s at-home set up affects his or her overall satisfaction. The most satisfied people were those who had a dedicated office space within their home.
When we mapped how people felt about returning to the office, I foolishly thought the youngest folks would be the most ready.
What I miss most is actually my people. My sweet, sweet colleagues. The lack of this serendipitous community has left the biggest impact on my body—a hole in my heart.
Simple is smart. Making something simple for other people is actually much harder than making something complex.
Incorporating things like having a masseuse on call, bringing puppies into the workplace, or setting up a desk purge with a garage-sale-style twist aren’t just trendy or ways to appease stressed-out employees, they are essential to setting the tone for the entire process.
You can learn a lot about your organization by asking a few questions about what people might add to their space.