Now, suddenly, for the first time ever — senior leaders are dictating where and when work should happen, which can feel disempowering to employees that thrive on autonomy and trust, especially during times when agility is crucial.
The layoffs haven’t changed things very much. You still need to create a workplace where the talent you need wants to work. If you do so, you’ll do okay. If you don’t, you’ll struggle.
Use this as a checklist for your team, function, business, organization. And if you do not measure up you will know where you need to focus to get your hybrid work model working.
The transition from heads down to heads up made me realize how important it is to have a very broad understanding of workplace diversity and inclusion. No two of us are alike. Don’t hide. Celebrate that fact.
If we can’t successfully adapt to trust, hybrid, asynchronous and flex-work, it’s hard to imagine how we’ll deal with the tech-driven changes that lie ahead.
Employers need to think deeply about the ways in which technology affects their employees. Part of that calculation should be a simple question: Does it—or can it—make work better for them?
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