Check’s Post

Here’s 5 things checking out my yoghurt at Whole Foods taught me about the future of hybrid work: … kidding Jokes aside, I love coming into the office, but realize that’s not for everyone. That’s why here at Check we have flexible policies in place that allow folks to do their best work in the environment that most suits them. What’s key is (1) enabling people to travel and get together regularly for that important facetime and (2) making sure trust is the foundation for all work.

Are you navigating the return-to-office full-time debate at your company? After a prolonged period of hybrid work, it seems like there’s still a lot in the media about the best path forward; with many CEOs advocating for full-time office returns. But is that truly the most effective solution? 🤔 Forbes has explored where we are at now in 2024 – the state of hybrid workplaces:https://lnkd.in/epWdpVtz They explain how hybrid working offers the ideal balance between productivity, flexibility, and connection. Our take here is that the key to ensuring successful hybrid working lies in understanding the unique needs of your team members and tailoring your approach accordingly. 🚀 Here’s some tips on the different Service Animal styles preferences and benefits of hybrid; home and in-office: ✨ PANTHERS: thrives on the productivity they get from working remotely but benefits from in-person collaboration and discussion; as it can make for more defined actions and faster responses. ✨ PEACOCKS: finds the discipline to get tasks done when working remotely but sparkle bright in the office; where they can regain their energy through social connection and creativity can flow freely. ✨ DOLPHINS: gets focused when working remotely, but benefits from the camaraderie of being with their team and in the office; as it helps them to stay connected and get the sense of belonging they need. ✨ OWLS: tends to be meticulous and thorough – so they relish the space and time to focus when remote but benefits from being in the office for relationship-building and trust; enabling them to get their hard work valued and appreciated. Curious about your team's Animal styles? Go to our website and schedule a 30-minute demo! 📅 Let us show you why Service Animals™ is the most engaging, memorable, and cost-effective tool out there. 🌟 Discover how our Animal Magic can elevate your teams, improve customer service, and exceed sales targets through building better relationships. 🚀 #ServiceAnimals #HybridWork #TeamPerformance #InOfficeDebates #ProfilingTool #UnderstandingOthers #EQ #BenefitsOfHybridWorking #BetterRelationshipsAtWork

For knowledge workers, remote or hybrid is the majority of work set-ups (believe it or not). 79% of these jobs are hybrid or fully remote, according to Gallup. Here are 4 major reasons why: 1) Employees are more productive. Less distractions than an office. More ownership around a workplace set-up, hours, and inputs that will lead top-performers to drive better outcomes. No office politics to maneuver or donuts/free pizza to gather. Just getting work done, and going on with your life. 2) Employees are staying longer. We had Quiet Quitting and shifting of jobs in the pandemic. But now, companies who treat their teams right and provide flexibility are keeping their employees engaged and retained longer than office-first companies. This is a huge advantage for building stable culture, and saving money on recruiting and onboarding costs. 3) Employees are less burnt out. It's easier to focus on your health, family, hobbies, and other aspects of an overall life well-lived when you don't have to commute as often, or ever, to an office. 4) Companies can access larger, more diverse talent pools. Naturally, if you can hire from anywhere for remote roles, you can find more qualified people without asking for relocation or worrying about geography. This leads to companies hopefully finding more productive and engaged workers and thus continuing the virtuous cycle above. Yes, there are a lot of return to office stories out there, but most are from government and Fortune 500 companies. America runs on small businesses, and startups / knowledge workers alike are mostly, statistically, working in remote or hybrid settings. This will continue to be the trend, and we will look towards things like offsites + team retreats to regularly reunite remote/hybrid team members but in ways that are more intentional and cost-effective. Do you agree? What am I missing? Comment below, and repost if you found this insightful. Finally, follow me Jared Kleinert, and check out offsite. com.

Did you know? “Nearly 90% of CEOs reported they are more likely to prioritize in-office employees for career-advancing projects, raises or promotions.” In the age of remote working, people can easily lose connectivity and visibility in the workplace. A hybrid or in-office approach can be critical for advancing their career paths and building healthy corporate ecosystems. Not only can people foster deeper connections in-person, but they can also develop a sense of work pride. At NewGround, we build spaces that do just that. Read more here: https://hubs.la/Q02phRXj0

As companies move towards mandating a return to office, let’s discuss how hybrid & remote working models foster an inclusive and productive work environment! 👥 Flexible working models offer privacy and autonomy for individuals with both disclosed and undisclosed disabilities to work comfortably, with easy access to any support or resources they need at home ❤️ They support caregivers, by allowing them to tend to loved ones requiring around-the-clock care & medical appointments during standard working hours. ⭐️ Attracts top talent by allowing companies to expand their talent pools to diverse geographic locations & accommodating a wider range of candidate preferences 🔄 Improves loyalty and retention by giving employees full trust, enhancing satisfaction, and accommodating a wide range of needs ⏰ Allows employees to tend to personal matters throughout the day — rather than after a long workday or during valuable time off 💰 Saves significantly on commuting, office spaces, snacks & lunches, and other unnecessary expenses — for both employees and employers 🔥 Finally, they prevent burnout… even as a self-proclaimed “people-person”, consistent networking & impromptu desk chats can be draining — but easily fixed by a day (or three) in your own space Whether you’re considering offering flexible working models or whether you’re considering taking them away, it’s hard to deny they’re good for your employees — and therefore good for your company. Eli Lilly and Company offers such working models for select roles. Check out our open opportunities to see where you could qualify — https://e.lilly/40uSSOX

It’s a new year, but old arguments are still playing out—perhaps even more so now as the majority of people are once again returning to work after a break for the holidays. The question still under debate by employers and employees is what exactly does a return to work look like? Is it a return to the office, or just a return to logging on? Maybe it’s both. According to LinkedIn, hybrid work is not only here to stay but is on the rise in 2024, with half of job listings in the U.K. advertising for hybrid positions, up from a third in August 2022. In the U.S., new data from Chekr, reported by Fortune’s Chloe Berger, suggests that managers are actually more in favor of remote work than employees, with 68% wanting remote work to continue in the year ahead (versus 48% of employees). Typically, it’s the very top tier of management that is demanding returns to office environments. Read more: https://lnkd.in/d5nyU36A

The remote work revolution has been a game-changer for our team at Zig Marketing. Since embracing a fully virtual model, we've seen productivity soar, work-life balance improve, and employee happiness increase - and when your staff is happy, your clients get better service. It seems we're not alone in this sentiment, with Marketing Week finding that the majority of marketers opt for the flexibility and freedom of remote and hybrid setups. What's your experience with remote or hybrid work? Has your productivity gone up or down? #HybridWork #RemoteMarketing #WorkFromHome #WorkLifeBalance #FutureOfWork #MarketingCareers

How can we foster a more positive hybrid work environment? Here at Hands On Payroll Giving we focus on supporting and listening to our teams regularly and give colleagues the space and time to voice their views and recommendations. Communication is especially important when working remotely and in a hybrid environment. We encourage collaboration and our management team is always checking in when possible. This article from Slack says: 'Setting your team up for success – especially in hybrid settings – comes down to the emotional, intellectual, and physical ways you support them. And it’s not as complicated as it may seem—the simplest things can create a positive work environment and leave employees feeling like more than just salaried workhorses, but valued members of the organisation.' Check out more insights, advice and tips in the full article: https://lnkd.in/eUTKyh9x

Despite some high-profile return-to-office pushes, flexibility is still in fashion for most companies--especially smaller ones.  Sixty-five percent of U.S. companies in a new survey now offer work location flexibility, according to a new Flex Index report from the hybrid work platform Scoop. That's an increase of 14 percentage points from a year ago. Among the smallest companies, with less than 500 employees, just 12 percent now require full-time in-office work. 

As hybrid work becomes more popular, companies are trying to figure out the best way to bring people together. Letting everyone decide when to come in on their own usually doesn't work—people end up in empty offices, frustrated they made the trip for no reason. Instead, what works better is focusing on meaningful in-person moments like team-building, onboarding, or starting new projects. These planned gatherings mix work with social time and help build stronger connections, which keeps employees engaged and happy, without forcing them into rigid office schedules. This approach also helps companies hold onto their top talent by avoiding blanket policies that don’t fit everyone.