The Power Of Finding The Sweet Spot Of Hybrid Work Wsj

See the full article in The Wall Street Journal https://www.wsj.com/lifestyle/workplace/hybrid-work-employees-innovation-712122ad? Ever since the coronavirus began to come under control, companies have been grappling with an issue that has elicited strong feelings from those in the C-suite as well as those confined to a cubicle:... Or should they let them work from home? Our latest research suggests that the optimal answer is yes—and yes. A blended approach is often best.

We’ve based our assessment on a measure of corporate effectiveness created by the Drucker Institute at Claremont Graduate University. It forms the foundation of the Management Top 250, an annual ranking produced in partnership with The Wall Street Journal. Bendable Labs, a private firm, works with the institute to make the calculations and interpret them. The institute’s model rests on the central teachings of the late management scholar Peter Drucker. It uses 34 separate indicators to gauge how companies fare across five areas, as determined through standardized scores with a typical range of 0 to 100 and a mean of 50—customer satisfaction, innovation, social... These categories are then combined into an overall score that reflects a company’s total effectiveness, which Drucker defined as “doing the right things well.”

The Management Top 250 for 2023 , published in December, was drawn from a larger universe of 794 companies. Does hybrid work harm the bottom line? As organizations across the United States wrestle with post-COVID office policies, researchers at Harvard Business School (HBS) present evidence for an optimally productive blended office-and-home schedule. Their findings may help managers cope with the shift to remote work that is transforming the professional landscape. Within corporate America, firms including Spotify and Airbnb have allowed employees to go permanently remote, while Netflix and Goldman Sachs have made it clear they prefer their workers in the office more often than... But a hybrid model may be the best solution for everyone.

Workers who spent between 23 and 40 percent of their week in the office and the remainder working from home were happier, more highly ranked by their managers, and shared more novel information with... “Hybrid is the sweet spot where you get that flexibility without being isolated,” said Lumry Family associate professor of business administration Prithwiraj Choudhury, who led the nine-week study with Lemann professor Tarun Khanna, doctoral... Makridis, a research professor at Arizona State University’s business school. The team ran their experiment in the summer of 2020 at BRAC (formerly, Building Resources Across Communities), the world’s largest nongovernmental development organization, which is based in Dhaka, Bangladesh. They studied 108 employees in the company’s human resources department, comparing their work habits during a national lockdown with a nine-week period immediately following the lifting of restrictions when a daily lottery determined whether... The authors reviewed the data and assigned employees to three categories based on how often they had been selected to work remotely or on site.

Workers in the low group went to the office 0-8 days during the period of the experiment, while those in the intermediate group went in 9-14 days, and those in the high group worked... Analyzing the text of 32,745 interoffice emails sent prior to and during the trial period, as well as the content of more than 30,323 attachments, the researchers found that the workers in the intermediate... The number of their distinct email recipients also increased 58 percent, countering an oft-heard corporate concern that isolation associated with working from home hampers communication. The hybrid work arrangement achieves the advantages of remote and in-office employee work models. However, it requires team coordination to ensure the goals of being in the office are achieved (collaboration, employee development, innovation, etc.). If team members are in the office on different days, the main reason for being in the office is lost.

What are your experiences with the remote vs. in-office employee work model? #hybridwork #remotework Fantastic article. Hybrid work delivers the most in innovation, engagement and satisfaction. Great research findings in this WSJ piece.

No need for the 7 am blue suit, red tie, black shoes and white shirt to get you energized. Moderation in all things. An extremely valuable article that every leader should read and discuss especially when one factors in theories of discretionary work effort and AI. Discretionary work effort research has been with us for decades. What many managers don’t know is that most jobs can be done at about 30% effort levels of what individuals are fully capable of, leaving up to 70% more potential effort. Most models are built on Maslow’s hierarchy of needs, underscoring the importance of such factors as security, empowerment and engagement in motivating individuals to work at higher levels of effort.

Hybrid work offers a unique crossing of traditional boundaries. Years ago I wrote a Lexpert article on creativity in law ( not an oxymoron). Research uncovered a few fascinating causation factors; Einstein’s “99% perspiration versus 1% inspiration” and the finding that creativity is often discovered at the boundaries where different domains of knowledge intersect are examples. Interestingly hybrid work crosses the boundary of one’s inner world of thought and effort with the more extroverted world of relationships. It is not surprising that it has the potential to materially improve not only innovation and engagement but also discretionary effort. A useful article in today's Wall Street Journal describes the virtues of a hybrid workforce.

I like a quote from a MSFT HR VP when he wrote, "People will return to the office when its worth their time to do so." Meanwhile, the best way to hollow out the... 5 years ago it was nearly impossible to convince senior management of almost any big company to switch to a hybrid workforce. And now, the with the assessment from the Drucker Institute, it looks like there are not many arguments left to keep employees 100% of their in offices. A A really interesting read! "People will return to the office when its worth their time to do so." I LOVED this! Employers need to justify the reason to be in the office with a real reason not by just saying "I want to see you".

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