CEOs Think Office Mandates Will Improve Company Culture. New Data Says They’re Wrong

Employees with flexible work models surveyed by Future Forum, Slack’s consortium focused on the ... [+]..getty

In the latest wave of orders for office mandates, Disney CEO Bob Iger demanded employees return at least four days a week come March. His reasons echo Apple CEO Tim Cook’s defense of the tech giant’s in-person work policy—which sparked workers to launch a petition—insisting in-office work is essential to innovation and collaboration.

But as leaders continue to call for the return to office, new data shows workers at companies with flexible work policies—where remote work is welcome and employees have the opportunity to go to an office—say the compromise is working.

Employees with flexible work models surveyed by Future Forum, Slack’s consortium focused on the future of work, were 57% more likely to say their company culture has improved over the past two years compared to fully in-person workers—citing flexible work policies as the primary reason their culture is improving.

But flexible and hybrid work is not a one-size-fits-all approach. Companies that are experimenting rather than returning to pre-pandemic norms are the ones succeeding, says Sheela Subramanian, cofounder and VP of Slack’s Future Forum.

“The thing we’re forgetting is that this is not the end of this massive experiment. We’re still in the middle of it,” Subramanian says. “And those saying, ‘It’s over. We’re all going back to how things used to be,’ they’re getting a lot of pushback and resistance from their employee base.”

Future Forum has surveyed more than 10,000 global, full-time workers since its 2020 launch. This quarterly pulse surveyed 10,243 employees between November 16 and December 22, 2022.

Sixty-seven percent of respondents said they prefer a hybrid working arrangement with access to a physical workspace as an option. But when it comes to offering flexible work policies, executives are most concerned about employee engagement, company culture, productivity and innovation, says Kate Lister, president of Global Workplace Analytics.

Twenty-five percent of executives in Future Forum’s survey cited “culture is negatively impacted” as a top concern in offering more flexibility and flexible work policies.

However, compared to the 35% of workers who are fully in-office, flexible workers are equally or more likely to feel connected to their immediate teams, direct manager and employer’s values, the survey found.

“[Bosses] are realizing that if they want to keep their people, they’re going to have to compromise,” Lister says. “Even those that are very against it like Elon Musk are seeing, now that we’re facing recession and pressures for cost reduction, the potential for remote work to dramatically reduce their office space.”

At SymphonyAI, the enterprise AI company is finding ways to ensure that when workers are in the office, “it is productive for what it was intended to bring them into the office for,” chief people officer Jennifer Trzepacz says. How? They’re normalizing “in-office” notices instead of just out-of-office messages.

“You know how you have an out-of-office message that says ‘I am out of office; I’m not available’? We want to have it [read] ‘I’m in the office; I’m not available,’” she says.

Three quarters of Future Forum respondents said they use the office for collaborating with co-workers and clients, facilitating in-person meetings and building camaraderie while 15% said they use it for having a quiet space to focus on work.

Lister says hybrid working arrangements have “always led to higher engagement than either fully remote or fully in the office.” “I’ve seen this survey after survey,” Lister says. “[Employees] will tell you that the culture has gotten better during the pandemic because they felt they were listened to and felt more trusted. And that started to wear off after 2021.”

Now, companies are redefining culture, investing in new ways to create connections in a hybrid world, Subramanian says. “The most successful executives are the ones who are setting the overall guardrails in terms of what they’d like to see,” Subramanian says. “And then they’re getting out of the way.”

Emmy Lucas

Emmy Lucas

Source: CEOs Think Office Mandates Will Improve Company Culture. New Data Says They’re Wrong

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Source: CEOs Think Office Mandates Will Improve Company Culture. New Data Says They’re Wrong

Remote Work Layoffs Threaten Morale And Productivity Of Remaining Employees

Remaining employee after layoffs..ullstein bild via Getty Images

As companies continue to navigate the challenges of remote work, one issue that has become increasingly prevalent is the impact of layoffs on remaining employees. With remote work becoming the norm for many companies, layoffs can create new challenges for companies in maintaining employee morale and productivity for the remaining employees.

Companies need to be proactive in addressing these challenges to mitigate their negative effects. Having helped 22 companies figure out long-term hybrid and remote work arrangements, I have observed the good, bad, and the ugly of remote work layoffs.

Remote Work Layoffs and the Decline of Employee Morale

Remote work has made it easier for employees to feel isolated and disconnected from their colleagues, leading to a decline in morale. When layoffs occur in a remote work environment, the remaining employees may feel as though they are carrying the burden of the company alone, leading to an even greater decline in morale.

This can have a significant impact on employee productivity, as employees who feel unsupported and disconnected are less likely to be motivated to work effectively. Remote work has made it easier for companies to carry out layoffs, but it has also created new challenges in maintaining employee morale and productivity for the remaining employees.

In many cases, remote workers already struggle with feelings of isolation and loneliness, and the lack of in-person interaction during a layoff can exacerbate these feelings. This can lead to decreased morale, motivation, and productivity among remaining employees, as they may feel unsupported and disconnected from their company and colleagues.

A case study of a mid-size IT company found that after a layoff was carried out via email, remaining employees reported feeling disconnected from their company and colleagues, which led to a decrease in morale, motivation, and productivity.

The employees felt that the layoff was handled insensitively and without empathy, and they struggled to understand the reasons for the layoff and ask questions. The company struggled to maintain employee morale and productivity for several months after the layoff, leading to decreased productivity and decreased employee satisfaction.

The Role of Cognitive Biases in Layoffs During Remote Work

Cognitive biases can play a significant role in how companies handle layoffs during remote work. Confirmation bias, for example, can lead companies to focus on the perceived benefits of layoffs without considering the impact on remaining employees. This can result in a lack of empathy and understanding towards the employees who are being laid off, as well as decreased morale and productivity among remaining employees.

Attentional bias can also play a role in the impact of layoffs during remote work, as companies may focus their attention on short-term gains, such as reduced costs, without considering the long-term impact on employee morale and productivity. The status quo bias can also impact the way that companies handle layoffs during remote work, as companies may be more likely to continue with traditional layoffs methods, such as cold emails, without considering the impact on employee morale and productivity.

The Importance of Supporting Remaining Employees

To mitigate the negative effects of remote work layoffs, companies must be proactive in providing support and resources to remaining employees. This can include offering training and development opportunities, providing regular feedback and support, and encouraging collaboration and teamwork.

In addition, companies can also provide support through flexible work arrangements, such as flexible schedules and the ability to work from anywhere, which can help employees maintain a better work-life balance. For instance, a large financial services company was able to maintain employee morale and productivity by implementing a comprehensive support program for its remaining employees.

The company provided training and development opportunities, offered flexible work arrangements, and encouraged collaboration and teamwork through regular virtual meetings and events. This approach helped the remaining employees feel supported and connected, leading to improved morale and productivity.

Conclusion

Remote work can complicate layoffs by making it more difficult to maintain employee morale and productivity for the remaining employees. However, with the right support and resources, companies can mitigate these effects and ensure that their employees remain motivated and productive. By providing training and development opportunities, offering flexible work arrangements, and encouraging collaboration and teamwork, companies can create a supportive and connected remote work environment that benefits both the employees and the company as a whole.

I help leaders use hybrid work to improve productivity and retention while cutting costs as the CEO of the boutique future-of-work consultancy Disaster

Source: Remote Work Layoffs Threaten Morale And Productivity Of Remaining Employees

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21 Ways To Grow Your Business Without Social Media

21 ways to grow your business without social media...getty

Even though it seems like everyone is doing it, you don’t have to use social media to grow your business. This fast-paced, notification and newsfeed-centred way of distributing and consuming information might not be for you. It might not suit your business; it might just not be your jam. Plenty of businesses have flourished in the internet age without participating in social media.

If you don’t fancy creating content and interacting on social media platforms, here are 21 other ways of growing your business.

1. Go networking

Research networking events happening online, in your area or for your industry and go along. Be ready to meet a lot of people and follow up with those where you see synergy. Find an excuse to get in touch with them after the event, for deeper, real-life conversations that bring introductions and new clients. Don’t be shy; the networking gains go to people who put themselves out there and work the room. Remember other people and be memorable yourself.

2. Create collaborations

Collaborate with organisations and individuals with whom you share a target audience. Perhaps they pass you work as an associate of theirs, with or without a commission. Maybe you collaborate on programmes or the delivery of your work or your service is included in their proposals. Collaborations with big players in your industry can keep business coming your way with no tweeting required.

3. Take rifle shots

One step up from networking, research people who will make perfect customers, collaborators and connectors and get in touch from scratch. Aim to meet them at an event, ask them to book a call or take them for a fancy lunch. Have a compelling reason to book their time and don’t waste it when you have it. Then, play the long game. Keep a personal CRM to remember what you talked about and follow up regularly.

4. Improve your SEO

Ranking well on Google is no mean feat. If you can appear at the top for terms your audience is searching, you will win traffic and customers ahead of your competitors. For this to work, go in depth. Increase your SEO knowledge; learn about keywords, meta descriptions and link building. Arm yourself with the tools for search volumes and domain authority and be ready to create a lot of content.

5. Run ads online

Google Ads and YouTube ads can be a solid way of growing a business. Rather than building your own house, you are simply renting the land. Create incredible ads in the format required, collect tonnes of data, then analyse and edit. Keep going until you have a winning combination of headlines, images and calls to action that keep your potential customers clicking through to your site.

6. Join communities

There are more communities around than ever, so find the one that works for you. This could be for people in your industry, location or simply other entrepreneurs. Join and aim to add value. Share what you know, help other members, give everything you have before you ask to take. By the time you do, you’ll be trusted and well-known and members will be ready to introduce you or sign up as your customers. Cherry pick some of the members to create a mastermind for a personal development bonus.

7. Grow an email list

Rather than hitting publish and hoping you appear on enough newsfeeds, as with social media, with email marketing you can hit publish and know you are landing directly in the inbox of your subscribers. Grow an email list through all the ways mentioned so far, and offer a lead magnet to incentivise people to sign up. Once you have them, communicate regularly and consistently add value.

8. Make use of podcasts

Podcast usage is growing like crazy and it’s only going to increase. Your podcast strategy could be to start and grow your own, to guest on other people’s or to advertise on popular shows within your niche. Each requires careful research and planning to make sure you’re not wasting your time. Practice telling your story, build your network of podcast hosts and create goals for the number of shows you want to record or appear on.

9. Start a newsletter

One way to build your email list is starting a regular newsletter that they can’t wait to read. You could share a roundup of what’s been happening in your industry or offer a new video, article or insight with every issue. Plan your newsletter series, decide a launch date, then go out to people you know to collect your first hundred subscribers. Publish consistently. In every issue, encourage readers to share with their networks to grow your subscribers.

10. Exhibit at trade shows

Many industries still run trade shows and it’s a great way to build up a buzz and meet a bunch of people. Exhibiting means investing in a plot, a stand and a way of standing out. Attending means working the room like you would any other event. Exhibit with a game plan; know who you’re looking to meet and what you will say once you meet them. Automate your follow ups to exhibit with ease.

11. Work on public relations

Rather than schmoozing your followers, take a narrower approach and schmooze journalists by email. Get on their radar, catch their attention and follow up with ideas for how they could include you in their publication. Successful public relations require an advanced strategy of staying up to date, bugging them just the right amount and adding commentary in a way that other people want to publish what you say. Or, be so newsworthy that journalists come to you.

12. Run workshops

Whether online or in person, run workshops to share your message and teach your methods to groups. Advertise on websites such as Eventbrite, Meetup and Airbnb experiences to bring people in from their traffic, notify your email list or tell local business owners and pin flyers up in the community. Run them regularly so your attendees create the habit, then ask them to tell a friend and grow your workshop numbers by referral.

13. Run print ads

Online advertising is sexy but print ads can still be a solid bet. Magazines and newspapers are still read on paper, same as event programmes, billboards and sponsor displays for sports teams. Design a stunning ad complete with a tried-and-tested call to action. Testing print ads also requires including a code or specific URL so you know when they have been a success, but it might work perfectly for your business.

14. Host events

Networking events, awards dos, fireside chats, panel discussions, contests, dinner parties. There is no shortage of events you could run for people who make great customers or connectors. Design and plan the event then tell everyone you know, incorporating the other methods in this list to get the word out there and get people along. One successful event means you can make it annual, to bring fresh customers to your door year on year.

15. Become a blogger

Instead of waiting to be printed by the journalists you schmooze, start your own blog for your own target audience. Decide on your topics, decide on your cadence, then begin turning writing and publishing into a habit. Engage within blogger communities to share your link, make it easy for readers to turn to subscribers, and cover every topic that you know is relevant to your dream customer base. Write with a specific person in mind and test out formats as you go along.

16. Work with influencers

Instead of building your social media following to promote your own company, make use of the effort influencers have already spent building trust within a specific niche. Find them online and ask if they work with brands, then define an influencer budget and try a few out. Metrics can lie, so keep track yourself. Experiment with different types of placements and different types of people until you hit on perfect alignment and the sales start to flow.

17. Do speaking gigs

If you’re an entrepreneur with a story, other people want to hear it. Set yourself up as a speaker to be booked for events that others are hosting. Get good at educating and inspiring to add the most value possible. Approach big brands and event organisers and set up profiles on speaker directories. Include a way of people hearing more within your presentation and nurture them through to enquiries and sales.

18. Build and they will come

Set up on a busy street to make use of location in getting new customers. New bars, restaurants and coffee shops in high footfall areas benefit from potential customers walking by every single minute. For an online alternative, build something cool and post it on Product Hunt or Reddit. Ask your friends to upvote and share with your list. Post when you’re ready for potentially thousands of hits.

19. Guest blogging

Other business owners run websites that are hungry for content. Provide the content to be published on their turf. Not only may a valuable article be read by their audience and start flocking your way, but you can also ask for a backlink to build the ranking power of your site. Build relationships with the webmasters and editors of collaborator sites and mind map article titles to offer to them. If they accept, write in their style and add all the value.

20. Have a referral programme

If I loved your product and wanted to tell my network, could I earn commission when they bought? Referral programmes and affiliate links are one of the simplest ways to incentivise happy customers to bring their friends. Create the programme, invite specific people, then share the winnings and grow your business on their shoulders. You could include a referral link on packaging or landing pages.

21. Start your own group

Chances are, you know some cool people. Your customers, suppliers and extended network likely have plenty of things in common. There’s huge value in starting a group and being the connector of everyone you know. Group ownership means curation of topics, suggesting of ideas, and being in everyone’s minds every time they engage. Use Discord, Slack, Mighty Networks or an alternative to connect and chat online.

If you are determined to grow your business, there are plenty of methods you can try before you dance around for TikTok or become a victim of the Instagram algorithm. Finding people, adding insane value and staying in touch is the basis of most business growth, and these 21 ways provide an alternative way to do exactly that.

Entrepreneur psychology and how to run a business without it running you. Post-exit entrepreneur, author of Ten Year Career and Forbes’ 30 under 30 social

Source: 21 Ways To Grow Your Business Without Social Media

.

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5 Best Practices For Startups With Virtual Teams

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Running a remote startup has huge cost advantages over traditional, brick-and-mortar companies, but it also comes with a few downsides. For one, it can be challenging to get virtual teams on the same page if you are miles or continents away from each other.

Without face-to-face interactions, you’ll have to contend with issues regarding collaboration, communication and the individual productivity of members. The good news is, there’s no shortage of strategies and tools out there that can help you overcome the distance barrier when it comes to working with a virtual team. Below are some of the top practices you need to follow as a remote startup:

Hold regular virtual meetings

Just because you’re exempt from the nuisance of seemingly non-stop meetings in-office doesn’t mean you should abandon them entirely. It’s easy enough to use virtual meetings to level up your remote team’s collaboration.

Virtual meetings will enable you to concoct solutions to problems quickly, maintain rapport, ensure everyone’s aligned on all fronts, make important business decisions, and develop more concrete goals as a team. For startups, it’s also a great way to provide motivation as you kick off your very first project.

A webinar platform like ClickMeeting eliminates most of the technical hurdles involved with regular virtual meetings. You can manage users, prepare your content, issue invites and even customize the look of your webinar room, all through the simplified setup page.

ClickMeeting is also equipped with a number of interaction tools, such as screen share, polls and live chat. These are helpful for accelerating the knowledge sharing process as well as maintaining the engagement of webinar or meeting attendees.

Use powerful communication tools

Many startups settle for email as the primary means of communication. Sure, it does the job of sharing feedback and important work details. But when it comes to keeping a remote team engaged, emails do little to nothing.

Let’s face it; an email inbox isn’t really the best place to discuss work-related matters. Not only are there social media notifications and newsletters to distract you, but emails also make it difficult to track the progress of ongoing tasks.

A better solution is to use a communication tool like Slack, which creates a virtual “workspace” where team members can discuss specific topics. It works by letting users create channels for pretty much everything — from ongoing campaigns to random conversations.

By organizing conversations into channels, you instill purpose whenever team members communicate online. Slack also makes these sessions beget more actionable results with the help of third-party integrations, like cloud storage services, project management apps and automation platforms.

Organize your tasks visually

Effective communication is only a piece of the collaboration puzzle for remote startups. Remember, discussing and monitoring are two very different things. Once you have finalized the tasks to be done, you need to organize and track them in a way that’s accessible to everyone involved.

A collaboration tool like Trello is the simplest you can get when it comes to visual task management. Put simply, it lets you organize individual tasks into “cards,” which are then sorted into lists.

Trello also allows you to assign cards to team members, set deadlines and apply labels. Everything can be done via the intuitive, drag-and-drop interface. It’s also worth noting that most of Trello’s core features are already made available for free.

If you want, you can go for a more comprehensive project management platform like Basecamp, which incorporates advanced community and communication tools. But since you already have Slack for that, a premium platform is only worth the price if you plan to consolidate everything in one place.

Streamline file-sharing with cloud storage

At this point, you now have a few tools you can use to share and work on files with your remote team. Trello, ClickMeeting, Slack — all of these tools allow you to upload files as attachments. However, none of them is capable of synchronizing changes in real-time.

As a result, it can sometimes be hard to get a hold of the latest version of a certain file. Cloud services such as Google Drive solve this problem by enabling users to seamlessly work on files without having to download and re-upload them. It goes hand in hand with the rest of their “G Suite” apps, like Docs, Sheets and Calendar.

Docs and Sheets, in particular, allow users to edit a document simultaneously — given they have adequate access privileges. They also have a “Version history” tracker that lets users easily restore previous versions of a document.

Plan casual hangouts

If you’re considering working together for the long-term, the least you could do is to really get to know your team on a more personal level. Doing so will help you get a deeper understanding of their strengths, work habits, preferences and so on. This also builds accountability between members, which in turn, leads to a more nurturing and productive company culture.

While there’s no specific way to do this, below are some ideas you should consider:

  • Book a coworking space
    If your remote startup’s members are within driving distance from each other, book a coworking space where employees can be productive together.
  • Attend events together
    To make your meetup as meaningful as possible, try looking for events you can attend and plan a group activity afterward. There are bound to be seminars, speaking engagements, and other events relevant to your niche — some of which can be found on social networking sites like Facebook or LinkedIn.
  • Use Google Hangouts
    You know that distance doesn’t have to be a hindrance to relationship-building. As such, don’t hesitate to initiate impromptu conversations on Google Hangouts or any other similar platform.
  • Plan a company retreat
    It may seem like a long shot for brand new startups, but a company retreat is more than possible if the time is right. Buffer, for example, shared a number of valuable tips on how they successfully held a weekend getaway with over 90 remote team members.

What’s next?

There’s no doubt that running a startup with a remote team can be quite overwhelming. However, with the right tools, strategies and attitude, you’ll be able to increase your chances of succeeding despite all the roadblocks that you need to address.

Source: 5 Best Practices for Startups With Virtual Teams

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Return to Office: Employees Are Quitting Instead of Giving Up Work From Home

A six-minute meeting drove Portia Twidt to quit her job. She’d taken the position as a research compliance specialist in February, enticed by promises of remote work. Then came the prodding to go into the office. Meeting invites piled up. The final straw came a few weeks ago: the request for an in-person gathering, scheduled for all of 360 seconds.

Twidt got dressed, dropped her two kids at daycare, drove to the office, had the brief chat and decided she was done. “I had just had it,” said Twidt, 33, who lives in Marietta, Georgia. With the coronavirus pandemic receding for every vaccine that reaches an arm, the push by some employers to get people back into offices is clashing with workers who’ve embraced remote work as the new normal.

While companies from Google to Ford Motor Co. and Citigroup Inc. have promised greater flexibility, many chief executives have publicly extolled the importance of being in offices. Some have lamented the perils of remote work, saying it diminishes collaboration and company culture. JPMorgan Chase & Co.’s Jamie Dimon said at a recent conference that it doesn’t work “for those who want to hustle.”

But legions of employees aren’t so sure. If anything, the past year has proved that lots of work can be done from anywhere, sans lengthy commutes on crowded trains or highways. Some people have moved. Others have lingering worries about the virus and vaccine-hesitant colleagues.

And for Twidt, there’s also the notion that some bosses, particularly those of a generation less familiar to remote work, are eager to regain tight control of their minions. “They feel like we’re not working if they can’t see us,” she said. “It’s a boomer power-play.”

It’s still early to say how the post-pandemic work environment will look. Only about 28% of U.S. office workers are back at their buildings, according to an index of 10 metro areas compiled by security company Kastle Systems. Many employers are still being lenient with policies as the virus lingers, vaccinations continue to roll out and childcare situations remain erratic.

But as office returns accelerate, some employees may want different options. A May survey of 1,000 U.S. adults showed that 39% would consider quitting if their employers weren’t flexible about remote work. The generational difference is clear: Among millennials and Gen Z, that figure was 49%, according to the poll by Morning Consult on behalf of Bloomberg News.

“High-five to them,” said Sara Sutton, the CEO of FlexJobs, a job-service platform focused on flexible employment. “Remote work and hybrid are here to stay.” The lack of commutes and cost savings are the top benefits of remote work, according to a FlexJobs survey of 2,100 people released in April. More than a third of the respondents said they save at least $5,000 per year by working remotely.

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Jimme Hendrix, a 30-year-old software developer in the Netherlands, quit his job in December as the web-application company he worked for was gearing up to bring employees back to the office in February. “During Covid I really started to see how much I enjoyed working from home,” Hendrix said.

Now he does freelance work and helps his girlfriend grow her art business. He used to spend two hours each day commuting; now the couple is considering selling their car and instead relying on bikes. One of the main benefits, he says, is more control over his own time: “I can just do whatever I want around the house, like a quick chore didn’t have to wait until like 8 p.m. anymore, or I can go for a quick walk.”

Of course, not everyone has the flexibility to choose. For the millions of frontline workers who stock the shelves of grocery stores, care for patients in hospitals and nursing homes, or drop off packages at people’s doors, there are scant alternative options to showing up in person. But among those who can, many are weighing their alternatives, said Anthony Klotz, an associate professor of management at Texas A&M University, who’s researched why people quit jobs.

Bosses taking a hard stance should beware, particularly given labor shortages in the economy, he said. “If you’re a company that thinks everything’s going back to normal, you may be right but it’s pretty risky to hope that’s the case,” he said. At least some atop the corporate ladder seem to be paying attention. In a Jan. 12 PwC survey of 133 executives, fewer than one in five said they want to go back to pre-pandemic routines.

But only 13% were prepared to let go of the office for good. Alison Green, founder of workplace-advice website Ask a Manager, said she’s been contacted by many people with qualms about going back, citing concerns about unvaccinated colleagues and Covid precautions. Some have said they’re looking for jobs at companies they feel take the virus seriously, or will let them work from anywhere.

Some things are indeed lost with remote work, Green said, like opportunities for collaboration or learning for junior employees. But, she added: “I think we need to have a more nuanced discussion than: hustlers only do well in the office.” For Sarah-Marie Martin, who lived in Manhattan and worked as a partner at Goldman Sachs Group Inc. when the pandemic struck, the months at home gave her time to redraw the blueprint of her life.

“When you have this existential experience, you have time to step back and think,” Martin said. “In my previous life, I didn’t have time to get super deep and philosophical.” The mother of five moved her family to the New Jersey shore. And once the push to get back to offices picked up, the idea of commuting hardly seemed alluring. This spring, Martin accepted a fully remote position as chief financial officer of Yumi, a Los Angeles-based maker of baby food.

Gene Garland, 24, unknowingly opened the floodgates to people’s frustrations about office returns. After his employer, an IT company, in April told people they needed to start coming in, two of his close colleagues handed in their resignation letters. Hundreds of people responded, with many outlining plans, or at least hopes, to leave their own jobs. Garland says he himself has no plans to quit, but empathizes with those who do.

“Working inside of a building really does restrict time a lot more than you think,” he said. “A lot of people are afraid of the cycle where you work and work and work — and then you die.” Twidt, the compliance specialist in Georgia, had already lined up a new job by the time she handed in her resignation letter: a role at a Washington-based company.

The recruiter that approached her, Twidt said, asked what it would take to get her on board. She replied that she would prefer something 100% remote. Some employees have enjoyed working from home so much that they’d rather quit their jobs than go back to the office full time, a new survey found.

Out of 1,000 US adults polled in May, 39% said they’d consider quitting if their bosses weren’t flexible about them working from home. The Morning Consult survey was first reported by Bloomberg. The survey showed that 49% of the respondents who said they’d consider quitting were millennials and Gen Z — i.e., adults born after 1980.

Many global companies are embracing a hybrid work model as staff start to return to offices post-pandemic. Finance giants, who were known for having a strict work culture, are now adopting more flexible work models. Some have decided to redesign the workplace for more collaboration, and keep solo tasks for remote working. Others plan to cut back on office space entirely.

But some firms, such as JPMorgan, are not won over by the idea of remote work and want to see the majority of their workforce in the office. Jamie Dimon, the company’s CEO, said on May 4 that remote work “does not work for young people” and “those who want to hustle.” Chris Biggs, a partner at the consultancy firm Theta Global Advisors, told Insider that employers need to be “tuned into people’s mental health” as staff return to the office.

“You could do a lot of damage to those who don’t want to go into the office,” he said, adding that employers shouldn’t force people to come into the office.

— With assistance by Sridhar Natarajan

By: and

Source: Return to Office: Employees Are Quitting Instead of Giving Up Work From Home – Bloomberg

.

Related contents:

How to Achieve a Work-Life Balance in Remote Work MakeUseOf

Top employee cybersecurity tips for remote work and travel VentureBeat

09:04 Sat, 19 Nov
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forrk  https://jvz1.com/c/202927/373449
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High Converting Emails  https://jvz3.com/c/202927/386305/
HostLegends    https://jvz4.com/c/202927/384774/
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Insta Keyword    https://jvz6.com/c/202927/351606/
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Linkomatic  https://jvz2.com/c/202927/380937/
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