Jenna Fisher’s Post

Being a data-based decision making organization requires courage - especially when the data suggests a change (in behavior, attitude, etc) is needed. We should strive to manage to outcomes, not in-person face time. #courage #data https://lnkd.in/g3kDqGav

Huge thanks to Adam Grant and Nick Bloom for their incredible work! Working from home 2 days a week doesn't hurt performance. It actually cuts quitting by 1/3rd, saving companies lots of money! It's perfect for women, non-managers, and those with long commutes. Managers were surprised to find it even boosts productivity! With most companies already using hybrid setups, let's focus on facts, not old stories. 👍 #HybridWorks #TheBiteSizedBrief

Not this time, Adam. I can't agree with this one. So, should Mcdonald's tell their employees to work from home two days a week? Should American Airlines tell their pilots to work from home two days a week? I get the desire to have a one-size-fits-all answer, but life is more nuanced than that. We experienced a period when everyone HAD to work from home all the time. There was no other option. Then, some employees decided they were entitled to work from home. So, a few things to consider: 1. Not every job can be done remotely. 2. Not every task within a job can be done remotely. 3. It's harder to coordinate, build trust, and communicate effectively when working remotely. 4. Working remotely is not for everyone. Some people would feel lonely. Some people don't have the environment to work remotely. Some people would adopt unhealthy habits. To keep your people, build #trust in the company. Build a culture that gets employees engaged. Really engaged. Make them want to work because of what they do, and not because of how or where they do it. Working remotely one, two, five days a week should depends on the job, the task, the environment, and the person. Not be part of what people are entitled to.

Nice to see some hard statistics on this!

This is interesting! A recent study by Nick Bloom reveals that allowing employees to work from home two days a week reduces turnover, increases job satisfaction, and doesn't negatively impact performance or productivity. What does this mean for Assistants? If you're being asked to return to the office five days a week and you're not keen on the idea, this study provides strong evidence to support your case for hybrid working.

How has your organization faired regarding the long-term staying power of flexible working after the pandemic?

Yes!! This approach truly offers significant long-term benefits. As a manager, I've always prioritized flexibility and creating an environment where my team can perform their best work, in whatever way is most effective each day. While some may see this as catering to individuals, it builds trust and fosters a more engaged team. And engagement directly boosts productivity! If you want more out of your people, give them some time back. And more importantly, trust your people to get the job done. The returns are tremendous.

Haven’t read the whole study yet. It makes sense. Also, it’s been my experience that there are times where hybrid or WFH creates friction in organizations between those employees who benefit and those who can’t work from home…for example, employees that need to be in a lab or production facility. What are your thoughts? #remotework #hybridwork #mixedwork #workfromhome #quality #smartwork #EmployeeEngagement #Leadership #WorkplaceCulture #innovation #management

Something for leaders to think about.

Interesting data to say the least. We often hear that leaders are implementing RTO policies to enhance/ensure productivity, “get the culture back”, drive connection etc 1) If your managers weren’t driving productivity and accountability before when they had all the tools and time before, what makes you think they will do it now 2) The old culture is dead and long gone. Time to forge a new one and rebuild / build from scratch 3) You need to deputize AND incentivize AND retain your culture carriers to be the driving force for that new culture.