Molly Johnson-Jones’ Post

Last week, a colleague graciously shared an eye catching post by Dave Cairns , addressing the exhaustion prevalent in the current state of the "Future of Work” concept. The ongoing discussion on defining optimal work policies, faces significant challenges - and it's clear that there is no “one size fits all” solution. Reports on the subject are consistently published, and they are leading us to a more fluid approach: while a recent Stanford University paper suggests that fully remote work is associated with about 10% lower productivity than fully in-person work, an analysis from Scoop and Boston Consulting Group (BCG) indicates companies with hybrid policies outperform, on revenue growth. In this evolving scenario, cultural differences, both within organizations and across countries, add to the complexity of this shift, requiring a deeper analysis of each organization. As workplace strategists, we are invited to investigate, provide a diagnosis, and design a transition that results in cost-effective space utilization, productivity incentives, and ultimately, well-being in the workplace - regardless of its location. The challenge lies in redefining traditional work paradigms, transcending rigid structures, and adopting a more intentional, purpose-driven approach that prioritizes meaningful connections and significant moments for employees. One thing is certain: Flexibility is pivotal in navigating this transition. Can we formulate solutions that cater to individual employees' needs while aligning with broader business objectives knowing that being happy at work isn’t just a win for employees; it’s also a financial win for employers? https://surdesign.co/ #flexibleworkspace #surdesignstrategistis

50% of the global workforce is #QuietQuitting and 18% is #LoudQuitting and this unhappiness at work costs the world $7.8Trillion in lost productivity!! It’s not easy for Enterprises who are managing the pressures of lower revenue by optimising costs and amidst right sizing have to also deal with boosting workplace morale. Good news is that it is possible by adopting 3 approaches, 1. (Re) storing Purpose: My favourite approach which thrives on bringing Meaning at work, propping enthusiasm by involving the employees in serving the customer, community & society. Empowerment and fuelling curiosity to generate ideas towards the noble purpose acts as momentum builders. 2. (Re) building Belonging : With only 3 in 10 workers having their best friend at work, and hybrid work setting, enterprises need to bring serendipity at play, create opportunities for divergent groups to come together and promote #SharedGoals which foster deeper #Collaboration. 3. (Re) imagining Flexibility: A study has found that Hybrid work flexibility is equated to 8% pay rise, and another Gallup study found that Optimal engagement body occurs when employees spend 60% - 80% of their time working offsite…. Return to work mandates not withstanding, these studies clearly indicate that Hybrid work is here to stay and workers (majority of the time best talent) needs both flexibility and autonomy. Perhaps a shift to OKR model where Outcomes are more important than time spent might help enterprises achieve balance with hybrid work. #TheNewNormal warrants many experiments, agility and an openness by enterprises to bring back the mojo for their employees! https://lnkd.in/g5rBc-hs

📣 A PSA from our CEO ⬇️ Read more about the various ways flexible working is transforming people's lives: https://bit.ly/3yHkAPD 👈 ✨ Molly Johnson-Jones ✨ #FlexibleWorking #FutureOfWork #WorkLifeBalance

75% of Gen Z employees declare they want to work in a hybrid manner. When pushed to come at the office, 5 out of 7 days, 60% said they will leave the company. When operationalized, the 60% was actually a 53%. Huge! Gen Z its a almost a third of the total work force. So, expect a 15% of your employees to leave in the first year after imposing the on site rule, and to dramatically reduce your inflow, your recruitment potential, to 25% of what you get today. I like a lot the comparison made by McKinsey highlighting something i detailed a couple of years ago, in pandemics: - traditional soft skills wont work any more; - talents will become harder to spot, a bit of a management blindness; - employees are less loyal and less connected with the company logo or culture; All in all, it looks like employees are more in a healthier life-work balance. The interesting part is that 63% of professionals saying they are even willing to take a pay cut to work remotely. So, as a company you pay less to get less, at least for now. Maybe the use of AI will cope with the gap, making people less introspective, more functionally illiterate but happier :) #performancemanagement #hybridvsonsitework #howwework

Farewell, Punch Clock Gen Z Enters the Workforce with a New Time Vision The cubicle walls tremble, and the water cooler gossips hush – Gen Z is arriving, and they're bringing a fresh perspective on work-life balance that challenges the traditional 9-5 grind. They value performance over presence, prioritising outcomes and impact over clock-watching and busywork. ️ Time is currency, and commutes feel like wasted hours better spent pursuing passions, learning new skills, or simply breathing. ❌ They advocate for flexible work arrangements that prioritise results and well-being over rigid schedules and presenteeism. ♀️ This isn't laziness, it's a shift in priorities. This generation witnessed burnout culture firsthand and craves a healthy work-life integration that allows them to contribute their best selves professionally while nurturing their personal fulfillment. ⚖️ Employers, are you ready? Here's how to win their hearts (and minds): Embrace performance-based metrics: Focus on outcomes, deliverables, and impact, not just hours spent in the office. Offer flexible work options: Remote work, hybrid models, and compressed workweeks are no longer perks, they're expectations. Encourage personal growth: Support learning opportunities, professional development, and well-being initiatives that go beyond lip service. Foster open communication: Be transparent, listen to their needs, and create a flexible work culture that thrives on trust and mutual respect. The future of work is performance-driven and flexible, and Gen Z is the vanguard. Are you ready to join them in rewriting the rules and creating a win-win for everyone? #GenZ #futureofwork #worklifebalance #flexiblework #performancebased #wellbeing #opentocommunication P.S. Share your thoughts on Gen Z's work preferences in the comments! Do you agree with their demands? How can we create a better work environment for everyone?

Did I read this right? How can workplace 'yapping' possibly be the secret ingredient for a happier, more productive workforce? Whether you agree or not, here are ideas on how we can adapt to benefit everyone ⬇️

As we debate the benefits of the four day working week (https://lnkd.in/emMTH4vH) some people, including Bill Gates , are already predicting the three day week. See https://lnkd.in/eq5gPWWR If AI is truly going to replace human effort, we do not need people to be working long hours to maintain productivity and keep economies ticking over. AsBill Gates has come to realise "“If you zoom out, the purpose of life is not just to do jobs.” The Future Work Forum has been looking at the impact of technology on work and one of the articles to be published in the EFMD Global magazine is addressing this issue. Jennifer Vessels Afke Schouten Diana Wu David Richard Savage Peter Thomson Carolina Yeo Michael Jenkins

Flexible Working: A Gift or A Gimmick? This upcoming April bill might seem an advancement, but time to dig beyond the surface. 'The right to request' – quite a powerful phrase, don’t you think? Or is it just a sugar-coated term for something we’ve always possessed—the courage to express our demands? To be blunt, any law that doesn't echo business interests is due for the tip. Let’s hit the reset button on 'flexible working' and focus on OUTCOME-BASED work. Curious, are you? It’s a technique that merges personal requirements with business imperatives. A maneuver that is not just glossy theory but brings palpable advantages—for everyone. It’s a revolutionary path that blends human endeavour with digital companionship, generating a symphony of human and AI productivity. It’s a sea change we all need to embrace. Banish the cliché of 'flexible working'. Your work rhythm might oscillate weekly, and guess what, that's completely fine. When you pledge to achieve agreed results, you unlock endless possibilities. So, are you poised to arm your vocation and your enterprise for the future? It's time to remodel your contract. Begin by probing outcome-based work with the Find Your Flex group. Welcome a fresh work ethos that rewards both you and your business—now and beyond. Remember: No need for flexibility when outcomes are your focus. Are you ready? #FlexibleWorking #OutcomeBasedWorking #FlexAppeal

Navigating the Maze of Time Monster Tech industry thrives on innovation, but will increased working hour contribute to productivity or burnout? There’s a lot of buzz going around this and let’s not forget the clock sets at 24 hours and refreshes from there! Let me break the myth; the amount of time an employee spends working is not equal to amount of time an employee is productive. Studies have shown high burnout rate in the tech industry and simply putting in more hours might not be the answer. But with a recent proposal to extend work hours to 14, a question arises: is this the key to unlocking even greater creativity? Share your thoughts in the comments below! We need to find an innovative sweet spot to keep professionals energized and engaged. #TechLife #WorkLifeBalance #FutureOfWork #InnovationCulture #TechWellness #HumanCentered Design #ProductivityHack 

This is not your average article by People Magazine, it's a peer reviewed article published in Nature, confirming what workers have been saying for a very long time! Leadership is certainly about communication and strategy, but it is also about understanding the needs of employees and the impact quality of life has on overall productivity. Employee turnover has a higher cost for companies than accommodations for current employees, this is also why hybrid or remote work are practices we should be encouraging. Or why accommodations for neurodivergent workers are so important, because that is also how you boost productivity, reduce conflicts, reduce turnover, and in the long run, maximise productivity. #work #accommodations #leadership #research #mentalhealth