Originally published June 2019. Just as relevant in July 2021. As of June 2019, Remote work is on the rise and expected to grow exponentially in the coming years. Yet, some companies are changing course by banning and limiting remote opportunities, finding comfort in supposedly having more controlled work environments in
Hybrid work is in demand. A recent study by Slack found that 72% of surveyed employees want a combination of office and remote, with only 12% wanting to return to the office full time. But what is the optimal arrangement? Is hybrid work a better alternative to fully co-located work?
This time last year we were focused on supporting businesses who were building sustainable remote teams as part of their growth and people strategies. Then March 2020 happened, and everyone was suddenly thrust into remote. It wasn’t planned, and it certainly wasn’t strategic. Like everyone else, our business needed to
As the COVID-19 pandemic continues, it is a common sentiment that “everyone” is working from home. However, research shows that accessibility to remote work varies by race. While there is tremendous opportunity for remote work to create opportunity, remote does not automatically equal diverse nor equitable nor inclusive. We’ve yet
Remote work has been around for years. However, what separates the remote winners from the remote quitters isn’t just a matter of tools. It’s recognizing the difference between a co-located and a remote mindset. The philosophies underlying successful remote work are fundamentally different from those of a traditional office workspace.
We find a consultative process is most effective for companies with 50 or more employees and a rapid process is more impactful for companies with fewer than 50 employees.
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