Brian Elliott’s Post

"We found that individual contributors spend 37% of their time on work they believe is done most effectively in person; for managers and executives, this jumps to 49%. But this is on average across organizations. It is important for leaders to spend time investigating what those preferences look like based on the nature of work and people across their organization." A distributed work model is the future of work. It's logical and a win-win.

Does Your Hybrid Strategy Need to Change? This fall, companies are once again pushing workers to return to the office, continuing the debate over how many days employees should work together in person. This debate continues to miss the point. Instead of threatening employees, CEOs should empower and enable their managers — especially those on the front line — to gain a deep and nuanced understanding of the work their teams do, the working style of their team members, and how that work best gets done. Read the full article by Harvard Business Review here 👉 https://lnkd.in/eN7f7sVa #trending #office #officespace #hybrid

Right now, people are not picking sides with remote, hybrid or return to office work strategies - they're saddling up and riding to war! Combining as many different perspectives on how the future of work/society and distributed work is supposed to work in 2023 and beyond is crucial 🗝 Personally, I'm a moderate in this discussion - there is no one size fits all. What works for some cultures, will not necessarily translate to all - flexibility in strategy management and execution matters. - Talent wants the best fit for their career, their personal lives and their values. - Leadership wants the best strategy to realise their organisation's best route to value creation. - Management wants to pick a consistent route, to drive value. - External stakeholders have their own vested interests and future value to address, from retail to commercial real estate to financial institutions and every in between. In reality, it is like anything in life - it depends! (thank you Hilary Hough, this phrase shall follow me forever whether I like it or not, creeping into much of life outside accounting classes 🤣 ). Linked with this thinking, I really enjoyed this piece in Harvard Business Review from Debbie Lovich and Rosie Sargeant last month re: rethinking hybrid strategies. Not because it focuses on the term hybrid work, but because the discussion items it recommends can be used as a driver/framework for whatever your organisation's vernacular or policy/strategy on ways to work: - Recognise the Needs of the Work - Recognise the Needs of the People - Rethink How Work Gets Done - Invest in Building a New Managerial Muscle There is no right way to achieve success in the battle of terminologies, only picking the right tactics that fit into your goals and overall strategy 🤘

Hybrid work policies have been in place long enough to be examined. Does your policy still fit the bill? Gather feedback from your team. A recent survey shows that employees prefer to be in the office for activities like affiliation and development, while administrative tasks and focus work are better suited for remote work. #HybridWork #Feedback #FlexibleWorking #TalentManagement https://lnkd.in/gtmG_Y2J

Is your organization ready for the hybrid age? 'Hybrid Workplace: The Insights You Need from Harvard Business Review' offers guidance. What does hybrid work look like for you? Are outdated policies risking a talent exodus? Learn to balance experimentation and planning for a successful transition. Get insights now: https://ow.ly/jLHg50Qx3AE #HybridWorkplace #FutureOfWork #WorkplaceInsights #HybridWorkStrategies

Hybrid work policies have been in place long enough to be examined. Does your policy still fit the bill? Gather feedback from your team. A recent survey shows that employees prefer to be in the office for activities like affiliation and development, while administrative tasks and focus work are better suited for remote work. #HybridWork #Feedback #FlexibleWorking #TalentManagement https://lnkd.in/ga2PusRi

Hybrid work policies have been in place long enough to be examined. Does your policy still fit the bill? Gather feedback from your team. A recent survey shows that employees prefer to be in the office for activities like affiliation and development, while administrative tasks and focus work are better suited for remote work. #HybridWork #Feedback #FlexibleWorking #TalentManagement https://lnkd.in/gP-9BDTs

Hybrid work policies have been in place long enough to be examined. Does your policy still fit the bill? Gather feedback from your team. A recent survey shows that employees prefer to be in the office for activities like affiliation and development, while administrative tasks and focus work are better suited for remote work. #HybridWork #Feedback #FlexibleWorking #TalentManagement https://lnkd.in/gdFCTaWD

Hybrid work policies have been in place long enough to be examined. Does your policy still fit the bill? Gather feedback from your team. A recent survey shows that employees prefer to be in the office for activities like affiliation and development, while administrative tasks and focus work are better suited for remote work. #HybridWork #Feedback #FlexibleWorking #TalentManagement https://lnkd.in/gWvSsz_w

Hybrid work policies have been in place long enough to be examined. Does your policy still fit the bill? Gather feedback from your team. A recent survey shows that employees prefer to be in the office for activities like affiliation and development, while administrative tasks and focus work are better suited for remote work. #HybridWork #Feedback #FlexibleWorking #TalentManagement https://lnkd.in/gW6cmeUX