Worth reading as discussions about Return-to-office approaches are rising. Short wrap up: 1. Return to office as a way to increase productivity lead to not only decreased employee satisfaction, retention issues, and a loss of trust but also to lower instead of higher performance, especially from high-performers. 2. Trust and performance come from building alignment on how to measure results and drive accountability. When companies offer trust, flexibility, and a focus on outcomes, they see greater engagement and productivity. 3. Measure outcome instead of monitor your employees! This will give you freedom for flexibility about where and even when people work. 4. Most people want some time together with their teams and some time at home. Teams that figure out a regular rhythm that works for them perform best. The bottom line is that when trust is balanced with accountability, people and organizations will thrive! #workfromhome #returntooffice #rto #trust #flexibility #mobilework
Amanda Burris
7mo
Mandate is a negative word. It’s not practical or feasible to assume people are conveyer belt employees. RTO excludes a large population, especially people with disabilities and working parents. Disability Solutions hosted a webinar on RTO mandates last month. Great content, check it out. https://go.disabilitytalent.org/webinar-return-to-office
Nicole Lamprecht
7mo
Absolutely agree 👍🏼
CEO Heraeus Precious Metals | Driving Innovation
7mo... and don't forget to find ways that allows the R&D community to drink coffee with a white board on hand.