Landing Point’s Post

The recent Federal RTO mandate marks a significant shift in workforce strategy, offering lessons for both public and private employers. Here are my top takeaways: (1) Intentional Attrition: The mandate seems designed to strategically reduce the federal workforce by encouraging voluntary resignations, particularly among remote hires. This shift opens the door for a new wave of employees who prefer or are better suited to in-office work. (2) Delayed Return: Unlike private companies that resumed office operations years ago, federal employees are only now being called back. This delay underscores inefficiencies in government workforce management and presents challenges for those hired specifically for remote roles, who may struggle to adapt. (3) Workplace Harmony: Reintegrating employees into on-site work environments fosters collaboration, mitigates friction between remote and in-office workers, and enhances productivity—a dynamic already demonstrated in the private sector. (4) Lessons for Private Employers: Businesses should closely observe the outcomes of this mandate, including attrition rates and compliance challenges, as a real-world case study to inform their own return-to-office policies and workforce strategies. (5) D.C. in Focus: Washington, D.C., with its high concentration of remote federal employees, will feel the greatest impact. The government’s approach to managing this transition could set a precedent for future workplace policies across the nation. Thank you WorkLife for including me in your reporting of this story. #WorkforceStrategy #ReturnToOffice #LeadershipInsights #HybridWork

Our CEO, Rick Hermanns, recently shared his perspective on the federal return-to-office mandate and its broader implications for workforce strategies. His insights explore how this pivotal shift impacts both public and private sectors, offering valuable lessons for employers navigating hybrid and in-office work models. Check out his full post and join the conversation - what are your thoughts on how the Federal changes will impact public and private sectors? #Leadership #WorkforceStrategy #RecruitmentInsights #RTO #RemoteWork

Despite President Trump’s order this week that federal employees working from home get back to their desks, the battle over remote work is far from over. New data reveals a workplace revolution that’s still going strong in many sectors, even as some companies slam their office doors shut. And for HR managers navigating these waters, the latest research offers revealing insights into where the market is actually headed. The message from America’s workforce? Not so fast on those RTO mandates. In this piece by Tony Case, we speak to Laurence Evans of Reputation Leaders Ltd, John Lane of Landing Point, Rick Hermanns of HireQuest Inc., Sarah Bernard of Inclusively, Clark Lowe of O'Connor Company, Curtis Sparrer of Bospar, and Christian Dahl of BCD Travel.

Despite President Trump’s order this week that federal employees working from home get back to their desks, the battle over remote work is far from over. New data reveals a workplace revolution that’s still going strong in many sectors, even as some companies slam their office doors shut. And for HR managers navigating these waters, the latest research offers revealing insights into where the market is actually headed. The message from America’s workforce? Not so fast on those RTO mandates. In this piece by Tony Case, we speak to Laurence Evans of Reputation Leaders Ltd, John Lane of Landing Point, Rick Hermanns of HireQuest Inc., Sarah Bernard of Inclusively, Clark Lowe of O'Connor Company, Curtis Sparrer of Bospar, and Christian Dahl of BCD Travel.

𝗜𝗻 𝗮𝗻 𝗲𝗿𝗮 𝗼𝗳 𝗱𝗶𝗴𝗶𝘁𝗮𝗹 𝗳𝗹𝗲𝘅𝗶𝗯𝗶𝗹𝗶𝘁𝘆, 𝗳𝗲𝗱𝗲𝗿𝗮𝗹 𝗮𝗴𝗲𝗻𝗰𝗶𝗲𝘀 𝗮𝗿𝗲 𝗻𝗮𝘃𝗶𝗴𝗮𝘁𝗶𝗻𝗴 𝘁𝗲𝗻𝘀𝗶𝗼𝗻𝘀 𝗯𝗲𝘁𝘄𝗲𝗲𝗻 𝗿𝗲𝗺𝗼𝘁𝗲 𝘄𝗼𝗿𝗸 𝗽𝗼𝗹𝗶𝗰𝗶𝗲𝘀 𝗮𝗻𝗱 𝘁𝗵𝗲 𝗕𝗮𝗰𝗸 𝘁𝗼 𝗪𝗼𝗿𝗸 𝗔𝗰𝘁 𝗼𝗳 𝟮𝟬𝟮𝟰, which seeks to limit #telework. While some argue that reducing telework boosts productivity and local economies, new guidance from the White House promotes a tailored approach to remote work, citing its benefits for recruitment, retention, and performance. This nuanced strategy aims to balance organizational needs with employee satisfaction, advocating for thoughtful evaluation over rigid limitations. Top three things you should know: 1. 𝗕𝗮𝗹𝗮𝗻𝗰𝗶𝗻𝗴 𝗙𝗹𝗲𝘅𝗶𝗯𝗶𝗹𝗶𝘁𝘆: The #WhiteHouse promotes flexible, tailored remote work strategies to meet the diverse needs of federal agencies, countering the rigid approach of the #BacktoWorkActof2024. 2. 𝗗𝗮𝘁𝗮-𝗗𝗿𝗶𝘃𝗲𝗻 𝗗𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀: New data reveals that federal employees who telework frequently report higher engagement, satisfaction, and intentions to remain in their roles, challenging the narrative that telework hinders productivity. 3. 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 & 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁: The guidance emphasizes the importance of in-person engagement for senior leaders and early-career employees to foster organizational culture and professional growth. As #federal agencies continue to adapt to the evolving workplace, it’s essential to strike a balance between organizational goals and the needs of employees. The ongoing debate between flexible #remote work and traditional office settings highlights the complexity of this issue. By staying informed and advocating for thoughtful, data-driven policies, we can ensure that the future of work in the federal sector supports both productivity and employee well-being. Your engagement is valuable—let’s continue the conversation. Like, follow, and share your thoughts on this evolving topic. #RemoteWork #FederalEmployment #HybridWork 💼💻✨ https://lnkd.in/ehRi_4Bx

Me: “Why are you looking to leave your current employer at this time?” Candidate: “My current employer is asking me to come back into the office.” 👀 Over the past 6-12 months, I've heard this response from candidates across various industries at all levels. “I have no interest in returning to the office…” it is so repetitive it’s predictable at this point. 🫠 This presents a significant challenge for employers, and it seems unlikely to change soon. ✨ I really loved this article from earlier this year that delves into the future of work and the ongoing debate on flexible and remote work, ultimately shaping the modern workplace landscape. Key takeaways: - Remote work is expected to remain a significant part of the workforce in 2024. - 80% of employees want to continue remote work in some capacity. - Hybrid work models are predicted to gain popularity. - Employers are prioritizing flexible work policies to attract and retain talent. - Technology is crucial for supporting remote and flexible work arrangements. - Employee well-being and work-life balance are top priorities for companies. - Leaders must adapt their management styles for remote and hybrid teams. - Flexibility in work arrangements impacts job satisfaction and employee retention. - Ongoing communication and collaboration are essential in remote and hybrid work settings. Read more about the future of flexible and remote work in the full article on Forbes: https://lnkd.in/dTprKVVz

In light of recent surveys, we've been exploring the evolving landscape of the workplace. 🌐? Workers' attitudes toward on-site work are changing. "More than half of respondents said they wouldn’t turn down a new position that was only on-site." Are you a remote work advocate, or do you miss the office vibes? Drop your thoughts below! 👇? Remember, successful companies listen to their employees and adapt. The future of work is in our hands! 🚀? #FutureOfWork #FutureOfLeadership #LeadershipDevelopment #Learning https://lnkd.in/e_MVxn3G

Navigating the Future of Work: Employer Insights 🇺🇲 🇩🇪 My American Littler colleague addresses a crucial topic for employers today: the transition back to the office. Besides some similarities that should be considered everywhere, whether in the U.S., here in Germany, or elsewhere, the article makes one key point: employers may need to consider the impact on staffing from turnover and prepare for a smaller candidate pool as many employees and applicants prefer remote work. The shift to working remotely has changed the workplace landscape, and it's important for employers to adapt their strategies and workplace culture to reflect this. If you’re looking for guidance on how to approach these changes in the German context, vangard | Littler is here to help! Let’s ensure that your return-to-office policies not only comply with legal standards but also support your workforce effectively. #vangardlittler #HR #Germany #Littler #localeverywhere

As more and more companies in the UK are reverting from their remote working arrangements, there is a real risk that some of the gains derived from hybrid working as a driver of career growth and employee satisfaction will be lost. According to a recent study 83% of workers preferring a mix of remote and in-office work [McKinsey, 2023]. But it’s not just about flexibility. Hybrid work can actually boost career development in several ways: 1. Enhanced Productivity: Research from Microsoft shows that employees report higher productivity and focus in a hybrid setting, giving them the freedom to design work environments that suit them best. This leads to better outcomes and faster career progression. 2. Work-Life Balance = Innovation: With more control over their schedules, employees can prioritise personal well-being while remaining engaged and creative at work. As per Harvard Business Review, happier employees are more innovative and better positioned to advance in their careers. 3. Access to Global Opportunities: Hybrid working tears down geographic barriers. Professionals can now collaborate with teams from around the world, expanding their networks and exposure to new career paths. The shift to hybrid work models also requires redefining how we measure success—focusing more on outcomes and skills rather than just "face time" in the office, which can be a boon for those who are great at their jobs, but don't always focus on their personal visibility in the office. Are you finding hybrid work beneficial for your career growth? Share your experiences below 👇 https://lnkd.in/ereXfemn #HybridWork #FutureOfWork #CareerDevelopment #WorkLifeBalance #RemoteWork

🚨 Interesting insights for the tech industry! A recent article highlights that 58% of Australian tech companies are facing employee turnover due to work-from-home mandates. As remote work becomes a defining factor in job satisfaction, companies might want to rethink their policies to retain talent. Flexibility isn’t just a perk; it’s a necessity in today’s competitive landscape. Let’s have a discussion on how we can create work environments that balance collaboration with personal choice. What strategies are you seeing succeed in your organization? Let me know. 💼🌏 #TechIndustry #RemoteWork #EmployeeRetention #WorkplaceCulture