Sonia Ottaviani’s Post

The on-going debate around remote, hybrid and onsite work is filled with statistics and strong opinions. According to HR Dive, 73% of people feel more connected to their colleagues and company culture when working in an office. Yet, 46% argue they're more productive working from their home-based office. There's a notable gap between policy and practice: 45% are expected in the office four days a week, but only 24% adhere to this. These figures hint at a broader, complex discussion, one with no shortage of conflicting data. The consensus? Office work tends to enhance company culture and foster collaboration. On the flip side, working from home is praised for boosting productivity and improving work-life balance. As we stand in April 2024, over four years since the pandemic reshaped our work lives, maybe it's time to reassess. Are you team office, firmly remote, or comfortable with hybrid ? I'm interested to hear about your setup, your reasons, and how it's impacting your work and life.

Through my years of experience in the corporate world, I've discovered a paradigm shift in our conventional concept of workplace. The emergence of home-based positions has become favorable ground for many, and I'm thrilled to see the rising number of individuals embracing it! Coupling it with the recent increase in remote work due to world events, I believe it’s crucial to shed some light on the countless benefits that this revolution has to offer. • Work-life balance: Working from home allows us the freedom to manage our time effectively, eliminating travel time altogether and giving us more hours to focus on what truly matters. It's a cherished opportunity to strike that elusive work-life balance. • Lower Overheads: From a business perspective, it translates to cost savings. Less office space means less rent. And less commuting means savings on transport! • Wider Talent Pool: Companies can leverage the power of technology and attract the best from across the globe without setting restrictions based on geographical boundaries. Flexible schedule, enhanced productivity, and peace of mind...sounds exciting, doesn’t it? But let's not overlook this key factor; adaptation is a process. The shift from traditional office settings to home-based positions is a profound change. Not only do we need a robust technological infrastructure and clear communication standards, but it also demands a change in work culture and mindsets. However, aren't we all a part of an evolving world? They say change drives innovation, and I believe that the time is ripe to wholly embrace remote working. There's no denying that face-to-face interactions have their merits. But as we step into this new era of remote working by necessity, we should celebrate its silver lining – autonomy, more family time, and an arguably improved work-life balance. So, let's open our arms wide, adapt to and unlock the potential of home-based positions, and march forward towards a more flexible, comfortable, and efficient workspace. As Alexander Graham Bell said, “When one door closes, another opens. It's time to walk through the new open door - right from the comfort of our homes!

What if...your employees WANTED TO COME INTO THE OFFICE?? 🤯 🤯🤯🤯 The article from Gallup is all about making hybrid work awesome by creating a killer "workplace value proposition." This basically means giving employees a good reason to come into the office. It breaks down the "4 C's" that make office life worth it: Connection (hanging out with cool coworkers), Collaboration (working together smoothly), Creativity (sparking new ideas), and Culture (feeling part of something bigger). It also talks about the hurdles of hybrid work and how to keep everyone engaged and productive. https://lnkd.in/eWZUcJjH

The typical 9 to 5 in office is a thing of the past. In fact, 56% of employees in a Robert Half survey said remote work improves their morale and work-life balance. Hybrid or fully remote work could be the perk your team needs for greater flexibility and less frustration. No matter where your team works, let Talent Solution find the perfect addition to it: https://bit.ly/479Igb4

"Balancing Office Return: Navigating Employee Wellbeing and Business Success in a Hybrid Work Era" As companies navigate the return to the office, employees have mixed feelings. While some welcome the structure and social interactions of the office, others express concerns about long commutes, micro-management, and work-life balance. Studies show that remote work can increase productivity and lead to better work-life balance. However, in-person collaboration can foster a cohesive work culture. So, what's the solution? A hybrid approach seems to be the answer. Combining the best of both worlds, this model offers the productivity and flexibility of remote work with the collaborative and cultural benefits of in-office presence. This approach addresses employee concerns while supporting business success. What are your thoughts on the return to the office? #OfficeReturn #EmployeeEngagement #WorkplaceCulture #FlexibleWork Visio Assignments

A few CEOs tell me that finding the right balance in their employees’ hybrid work schedules has been a challenge lately. Sound familiar? While some CEOs believe their employees should be in the office three days a week, some think two days per week is ideal while others want their employees back every day. What is the right combination? I don’t think there’s a one-size-fits-all solution to hybrid work per se, and it’s more important for a CEO to consider office time in terms of functionality, performance, and responsibility type than it is to enforce rigid schedules on every employee. For example, a key player in a company or anyone involved in cross-functional processes may need to be in the office more. But someone with an independent job may have no need to be in the office three days a week. Moving forward, if you’re a CEO or corporate leader trying to improve your company’s hybrid work arrangements, make it a priority to: ✔️ Maintain well-being initiatives for your employees. ✔️Schedule one or two mandatory in-office days for collaboration and teamwork. ✔️Continue promoting your corporate mission, vision, and values. ✔️Provide office space and technology for meeting, socializing, and deep focus work. What does your organization’s hybrid model look like? Let me know in Comments below. #ContinuousImprovement #OrganizationalManagement #HybridWork

Full-time office work is getting significant pushback. The demand for workplace flexibility is growing faster than ever. And employers need to pay attention. Why? Because employees' priorities have changed. The pandemic forced the world to work differently. Working from anywhere became the norm and people discovered the benefits. There is no undoing that. Employers now need to adapt to this change to keep an engaged workforce. And the answer doesn't lie in absolutes. - 100% remote? People feel lonely. - 100% in-office? People feel frustrated. Employees want to feel trusted to work in the environment that suits them best. - For a heads-down day, working from home avoids busy office distractions. - For a team brainstorm, in-person connection boosts collaboration. In-person connection is crucial for our well-being, but it’s not about the number of days in the office. It’s about the quality of the connections. So, what's the answer? According to this BBC article - "a blend of autonomy and two-to-three in-person days a week fosters employee engagement and workplace connections." Do you agree?

**Nothing's New Mandate: Employees Must Report to Office Five Days a Week** 🔹 Nothing is requiring all employees to work from the office five days a week. 🔹 This decision aims to foster better collaboration and innovation among teams. 🔹 The company believes that in-person work enhances productivity and strengthens company culture. 🔹 Remote work flexibility is being reduced, as leadership sees the need for a unified working environment. 🔹 Reactions to the policy have been mixed, with some employees expressing concern about work-life balance. 🔹 However, others appreciate the opportunity for closer connections and teamwork. 🌟 As companies navigate return-to-office policies, the balance between flexibility and collaboration remains a hot topic. What are your thoughts on in-office work versus remote work? Let's discuss! 💬 Read the full article here: [The Verge](https://buff.ly/3yNSbI6) #WorkCulture #Collaboration #RemoteWork #OfficeLife #Teamwork #CompanyPolicy

Out of Office ✨🤍 Warzel and Petersen dives into how the shift away from traditional office environments can redefine productivity, work-life balance, and company culture. The authors argue that remote work isn't just a temporary solution but a transformative opportunity to create more equitable and flexible workplaces. Despite many managers preferring in-office work to monitor employee activities, the pandemic(Corona) proved that remote work could be just as effective as working in office Creating an environment of mutual trust between employers and employees is one of the key success factors in building a remote company. Key Takeaways: Redefining Productivity: Shifting focus from hours worked to actual outcomes. Work-Life Balance: Enhancing personal well-being by integrating work more seamlessly with home life. Inclusive Workplaces: Leveraging remote work to foster diversity and accessibility. 📖 #RemoteWork #FutureOfWork #WorkLifeBalance #CompanyCulture #BookRecommendation

Where is everyone? Work place dynamics have changed and they are in the process of changing again. Finding the appropriate balance between remote working and reshaping employees' expectations of office time is proving to be a tricky challenge. So how to bring staff back to the office? Some employers are considering leveraging 'fear of missing out' (FOMO). However, the question arises: is it ethical or effective to use FOMO as a motivator? The shift to remote work has shown employees value flexibility and meaningful office interactions more than ever. They now seek compelling reasons to return, beyond the mere presence in a physical workspace. This requires employers to enhance the office environment, making it a hub for collaboration, innovation, and a community that offers unique, irreplaceable value. Using FOMO focuses on what employees might miss by working remotely, such as in-person collaboration and social connections that foster team spirit. Yet, this strategy walks a fine line between motivating and manipulating. Creating a positive office culture should not rely on inducing anxiety about missing out, but on building an environment that employees are naturally drawn to for its positive impact on their professional growth and well-being. Moreover, the effectiveness of FOMO as a long-term strategy is doubtful. The appeal of office perks and social events will wane if they don't contribute to meaningful career progression or personal satisfaction. Instead, employers should aim to make the office a place where professional and personal growth is enhanced, aligning with employees' evolved expectations. The key to motivating reluctant employees back to the office lies not in exploiting FOMO, but in redefining the value of office time. By focusing on creating an enriching environment that supports career and personal development, employers can build a workplace that staff are eager to return to, ensuring a sustainable and positive transition back to office-centric work. #learninganddevelopment #employeeengagement #HR