Future of Work Roundup: May 31st

This week’s Future of Work Roundup focuses on the evolving landscape of hybrid work, like how it’s changed how leaders manage their teams, the people that are thriving in remote work, and more.

Covid changed everything, even our leadership styles.

It’s clear how every facet of our lives have been impacted by the pandemic, and that includes the evolution of workplace leaders and managers.

Things sure aren’t what they used to be.

• Employees have made it clear over the past 2+ years that the outdated ways of working and communicating with leadership are no longer being tolerated. The once enigmatic boss – with a detached, constrictive, aloof management style – doesn’t fit our new way of working remote.
• These days, the emerging “hybrid leader” shows up as more empathetic, relatable and authentic; traits that make connecting with teams through a computer screen more effective.

The bottom line: There’s nothing quite like a global health crisis to give everyone perspective on what really matters, including the realization that we need to live more compassionately – even while at work.

Source: Fortune

We’re really starting to get the hang of this remote work thing.

Studies show that about 40% of Americans are working from home, and a growing number of them report that they’re way more productive in that setting, too.

Because back in 2020, we were just scrambling to figure it out.

• And today, our at-home offices are dialed-in, plus we now have improved management techniques (like mentioned above), performance review systems, meeting structures, and workflows.
• Nick Bloom, Stanford’s Future of Work expert, said, “Now we’re much better set up, and productivity should continue to improve as technology makes it easier.”

The bottom line: Lots of folks love the flexibility of hybrid work – and the data is starting to back up how, with the right tools and systems in place, they’re extremely effective, too.

Source: Vox

What you can do to keep your employees around.

Ineffective leadership and rigid policies around hybrid work are two of the biggest reasons someone may jump ship from their job. In fact, survey’s show that nearly 50% of people know someone who’s already quit or is planning to quit due to in-person work requirements. 

Employee turnover is a given in any job, though, right?

• Sure, but if you are in the market to keep your people around, there are some things to keep in mind: listen to what your team needs; show that you care; offer career and skill growth; and, of course, offer competitive salaries.

The bottom line: The Great Resignation is still, well, great, which means orgs need to stay aware of what they can do to keep – and retain – exceptional employees.

Source: Reworked