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My first instinct was to write some commentary on this article as the "swing of the pendulum," but the hybrid/remote work explosion and subsequent (potential) implosion aren't quite appropriate for the ubiquitous physics analogy. The former won't simply be a contrast to the latter. Employers have been careful and deliberative in ratcheting-up pressure on employees to return the office - moving from COVID-era acceptance, to the suggestion of best practices, to passive-agressive mandates, to full on disciplinary action. As someone with 20 years of work experience prior to COVID, I can happily acknowledge that a mandatory 5-day in-person work week is a bygone tradition for most professional workplaces. That said, the return of in-person work won't be some equal and opposite reaction to the full-blown remote environment of mid-2020, but a response that will seek to remind people that "workplace" carries value above and beyond the bottom line of the company (e.g. social and professional development) while amending the work-life balance that was badly askew prior to the pandemic. #backtowork #commercialrealestate #tenantrep

Life is a long journey, and the balance of power between employer and employee is ever-changing. As the pendulum swings, employees will remember how they were treated. Trust is and has always been the cornerstone of a healthy relationship in the workplace. Read more about the dynamics of employee surveillance, return-to-office expectations, and the positives and negatives of overwork in the link below: https://lnkd.in/gP4KbxFe

"Failure to follow the workplace excellence expectations applicable to your role within two weeks of the date of this notification may result in further disciplinary action," read one letter of education that was seen by the Financial Times. The good news for those who are making the trek into the office is that it could put you in a better position for a promotion. The Stanford economist Nick Bloom said coming into the office three days a week can give workers more visibility with higher-ups and help them better compete for a promotion. Recent studies have indicated a similar takeaway. #returntowork #returntooffice #remotework #wfh #hybridworkplace #careeradvancement

"There was a brief period during the pandemic and the years after it when hybrid work, four-day workweeks, and flexible hours gave employees more power than ever before. Between 2021 and 2022, millions of Americans quit their jobs, spurring the "Great Resignation." Now, however, the tide has changed. From stringent return-to-office policies to mass lay-offs, employers are on top again. And now, employee surveillance is on the rise." #rtw #greatresignation #hybridwork #jobs https://lnkd.in/gVCk3chw

CA's proposed "Right to Disconnect" bill is stealing headlines this week, and I find it fascinating, in its optimism and its potential blind spots. Personally, I experience excellent work-life balance, thanks to the culture at Mission North , my clients, and lessons I learned throughout my career in setting boundaries. But not everyone -- especially those in comms and tech at large -- are so lucky. This bill could make meaningful changes. But what about the exceptions for "disrupting" business? How broad could a company make that? Or the requirement for companies to outline working hours. Certainly businesses with too-broad parameters would have more trouble recruiting, but what's to keep companies with competitive salaries and benefits from setting hours at 7am-7pm as "regular"? Is that better or worse than the implicit understanding of hours now, where at least workers can say they weren't online during dinner should something come up? How could it impact those with more flexible working schedules? I'm curious to watch it all play out, and to see if it even makes it through committee. What parts of this legislation most intrigue you? https://lnkd.in/gT3kxNKq

Why is surveillance at work becoming such a big practice? Why track everything employees do - from RTO to their wellbeing? When I was starting my career, we were thinking whether to install cameras to track employee theft. It was voted down as surveillance kills morale and trust. But nowadays many managers think it makes them more managerial. Perhaps this trend shows our obsession with reporting and dashboards. Full disclosure, we are in the reporting business. Peter Drucker said that what is not measured cannot be managed. But from my experience, what is over measured derails productivity. A fine balance is needed and the great measurement gurus knew this well. From that point of view, surveillance is not measurement. The fact that someone is in the office does not mean they work or are productive. The well being of an employee may be a consequences of them shirking on the job or to many other factors unrelated to work. Surveillance is just that - watching without knowing. It is like recoding the outside weather temperature when you do not have a thermostat to change the room temperature. https://lnkd.in/eSkh4qfb

How do you retain your employees? This article has some great ideas. At First Citizens Bank we offer our business clients the Bank at Work program which is a great way to give your employees extra benefits. #employeebenefits #communitybanking #kingcounty #snohomishcounty

📊 Are high-profile return-to-office mandates really the new norm? And what does this mean for workers' compensation claims? In our latest blog post, we dive deep into this hot topic, exploring: -Current trends in the workers' comp market -The real impact of return-to-office policies -Why media hype might be skewing our perceptions -How diverse work arrangements are shaping risk landscapes 🔍 Key insight: "For every high-profile company cancelling work-from-home, there's others that seem to be expanding it." - Prof. Nicholas Bloom, Stanford University What does this mean for risk managers and insurers? https://lnkd.in/eBrgV_Js 👥 What's your take? Is your company pushing for a full return to office, or embracing flexible work arrangements? Share your experiences below! #WorkersCompensation #ReturnToOffice #RiskManagement #InsuranceTrends #WorkplaceEvolution

How does your workplace experience compare to the findings in BofA Institute's recent workplace benefits report? Tell us what you think.

Facilitating open conversations about financial wellness and providing support can significantly enhance job satisfaction and employee engagement. What financial wellness programs has your organization implemented? What has been the impact? Share your successes in the comments below. #EmployeeBenefits #FinancialWellness #HumanResources https://lnkd.in/gEGUScgD