Flexible Work Arrangements

"Our CEO wants us to follow Amazon back to five days a week." Your company isn't Amazon, so you might want to look at the data on the impact of mandates and the reality of #RTO trends. Amazon will survive. They'll lose talent, more as the economy continues to pick up, and have lots of disengaged employees. But they are a machine. Your company isn't Amazon; they don't have Amazon's management systems and processes, and mostly likely don't compensate people nearly as well. Changing one factor doesn't make you the same, and likely makes you worse. Here's the latest, my semi-regular roundup of data on #ReturnToOffice and #Hybrid data, sources are all linked in the slides: 🔸 Mandates don't improve performance: add the work of Sean F. (Cornell), Andra Ghent & Vasudha Nair (U. Utah) to Mark Ma's study showing no financial benefits, not even a Wall Street pop (p1) 🔸 CEOs who impose are are on average older, white men with a high power ratio -- their comp vs the rest of the C-suite indexes higher than average (p1) 🔸 The people who leave are longer tenured and higher performers, aka people who are marketable, and women who are put in a vice. Kudos Gartner, U of Chicago's Austin L. Wright et al & Upwork (p1) 🔸 New study in Nature by Nick Bloom et al showing +33% reduction in attrition from #hybrid, while Blind reports 73% of Amazon employees are considering leaving -- I know several firms recruiting people out (p2) 🔸 Not only are teams more #distributed post-pandemic, the most important work in companies is often cross-functional projects where teams are spread across time zones, not buildings on campus (p3) 🔸 Flex Index data showed 67% of US firms are flexible, down from 69% in Q2, corresponding with an uptick in unemployment -- which since reversed (p4) 🔸 Industries where #RTO is highest are those conducting layoffs (tech, media, prof services) or with big financial stakes in #CRE (real estate, financial services) (p5, 6) 🔸 Over 90% of firms founded after 2010 are #flexible and the average lifespan of S&P 500 companies dropped from 67 years in the '40s to 15 by 2023 (p 7, 8) 🔸 The "winner" these days is some form of #hybrid, usually 2-3 days a week which matches what most employees want (p 9, 10) 🔸 Office utilization has risen slightly this year. Kastle Systems shows flat results for 2 years, CBRE says the average in US is 32%, up from 29% last year (p 11, 12) The uptick in utilization comes from RTO and firms moving to smaller leases. CBRE reports the average renewal is 21% smaller, and new leases 32% smaller. On top of that, 40% of the office space tenanted at the start of the pandemic has yet to come up for renewal. “The winding down is not over" said CoStar's Phil Mobley in yesterday's #WSJ along with Rob Sadow. If your CEO is pushing for #RTO, ask what problem we're trying to solve and invest in fixing that. Play the long game. Invest in figuring out what works, for your company. #FutureOfWork #remote #ReturnToOffice

Let’s face it - current headlines spell a recipe for employee stress. Raging inflation, recession worries, international strife, social justice issues, and overall uncertainty pile onto already full work plates. As business leaders, keeping teams motivated despite swirling fears matters more than ever. Here are 5 strategies I lean into to curb burnout and boost morale during turbulent times: 1. Overcommunicate Context and Vision: Proactively address concerns through radical transparency and big picture framing. Our SOP is to hold quarterly all hands and monthly meetings grouped by level cohort and ramp up fireside chats and written memos when there are big changes happening. 2. Enable Flexibility and Choice: Where Possible Empower work-life balance and self-care priorities based on individuals’ needs. This includes our remote work policy and implementing employee engagement tools like Lattice to track feedback loops. 3. Spotlight Impact Through Community Stories: Connect employees to end customers and purpose beyond daily tasks. We leveled up on this over the past 2 years. We provide paid volunteer days to our employees and our People Operations team actively connects our employees with opportunities in their region or remotely to get involved monthly. Recently we added highlighting the social impact by our employees into our internal communications plan. 4. Incentivize Cross-Collaboration: Reduce silos by rewarding team-wide contributions outside core roles. We’ve increased cross team retreats and trainings to spark fresh connections as our employee base grows. 5. Celebrate the Humanity: Profile your employee’s talents beyond work through content spotlight segments. We can’t control the market we operate in, but as leaders we can make an impact on how we foster better collaboration to tackle the headwinds. Keeping spirits and productivity intact requires acknowledging modern anxieties directly while sustaining focus on goals ahead. Reminding your teams why the work matters and that they are valued beyond output unlocks loyalty despite swirling worries. What tactics succeeded at boosting team morale and preventing burnout spikes within your company amidst current volatility?

Remote work benefits more than just the disabled community. Here’s why it’s not just a great accommodation but a win-win for everyone: - Greater Accessibility: For disabled people, remote work removes many of the physical barriers to traditional office environments. No need to navigate inaccessible transportation or buildings; remote work allows people to contribute fully from the comfort of their own homes. - Flexibility: Remote work offers flexibility in work hours and environments, which benefits parents, caregivers, and anyone who needs to balance personal responsibilities with their career. This flexibility promotes a healthier work-life balance and greater job satisfaction. - Increased Productivity: Many employees report being more productive when working from home. Without the distractions of a busy office, people can focus more easily on their tasks, leading to improved efficiency and outcomes. - Expanded Talent Pool: Remote work allows companies to tap into a broader talent pool, hiring the best candidates regardless of geographic location. This is especially important for disabled people who may have limited access to traditional workplaces but possess valuable skills and expertise. - Cost Savings: Remote work eliminates commuting costs and reduces the need for large office spaces, benefiting both employees and employers. This can lead to significant savings and a more sustainable way of working. - Environmental Impact: Fewer commutes mean a lower carbon footprint, contributing to environmental sustainability. Remote work isn’t just an accessibility solution, it’s an innovative, inclusive model that benefits us all. What are your thoughts on this? #RemoteWork #Accessibility #Inclusion

Remote work challenge: How do you build a connected culture when teams are miles apart? At Bunny Studio we’ve discovered that intentional connection is the foundation of our remote culture. This means consistently reinforcing our values while creating spaces where every team member feels seen and valued. Four initiatives that have transformed our remote culture: 🔸 Weekly Town Halls where teams showcase their impact, creating visibility across departments. 🔸 Digital Recognition through our dedicated Slack “kudos” channel, celebrating wins both big and small. 🔸 Random Coffee Connections via Donut, pairing colleagues for 15-minute conversations that break down silos. 🔸 Strategic Bonding Events that pull us away from routines to build genuine connections. Beyond these programs, we’ve learned two critical lessons: 1. Hiring people who thrive in collaborative environments is non-negotiable. 2. Avoiding rigid specialization prevents isolation and encourages cross-functional thinking. The strongest organizational cultures aren’t imposed from above—they’re co-created by everyone. In a remote environment, this co-creation requires deliberate, consistent effort. 🤝 What’s working in your remote culture? I’d love to hear your strategies.

**NEW FLEX REPORT** Does a company's flex policy impact ability to attract / retain employees? We combined Flex Index data on office requirements with People Data Labs insights on company headcount growth. Key finding: the more days in office a company requires, the slower the growth over the past 12 months. Job seekers appear particularly resistant to companies that require 4 or more days in office. These companies will find growth harder: (1) Geographic radius to recruit talent is smaller (2) Flex is the 2nd most important consideration for job seekers behind comp Many company execs are considering how many days to require in office. There are significant risks in talent attraction / retention in pushing too close to Full Time In Office. 4 days appears to be a bright line for many employees! Full findings: https://bit.ly/3NSrjtV #futureofwork #flexibleworking #remotework

Let’s get real; those chats around the water cooler were never that great. There’s a reason why this photo looks like a generic stock photo—this situation is fictionalized. While people may have shared casual stories about the weather or the latest movies around the water cooler, deep relationships were never built there. Remote and hybrid work is criticized for a perceived inability to build culture. If people aren’t talking about their weekends in the break room, the thinking goes, how can we build a cohesive team? In reality, those surface-level conversations don’t do much to build a strong culture, and they certainly aren’t more important because they happen in person. In fact, Gallup research shows only 20% of fully in-office employees feel connected to their company’s culture, slightly below the rate of hybrid employees. What people need more than serendipitous chit-chat is focused, intentional moments of connection - and you don’t need an office building for those. Instead, managers can adopt a few strategies to create connections in hybrid/remote (or in-person) settings that build cohesiveness, decrease feelings of isolation, and boost morale. Good examples are outlined in @Rising Team’s new Guide to Maximizing Hybrid Work Success, including strategies like: 🛠️Dedicate time to build understanding:  Activities that foster authentic understanding are essential for maintaining connection in hybrid environments. While happy hours may be fun, learning about people’s workplace preferences, like how they like to be appreciated and how they prefer to receive feedback, go a lot further towards building strong relationships. 🔗Create micro-connections:  Quick, intentional check-ins about work and life can do much more than casual conversations. Try asking, “How do you like to be supported on a hard day?” or “What is something you’re proud of outside of work?” instead of small talk about weekend plans. Questions like these enhance trust and understanding. 👥Maximize in-person time:  When your team does meet in person, focus on activities that the research shows benefit from face-to-face interaction, like brainstorming or collaborative projects. These in-person moments should strengthen virtual connections and keep the team aligned on shared goals. Find the full list of examples by downloading our free Guide: https://lnkd.in/g9ditxXA Building a strong team culture isn’t about casual in-office encounters—it’s about fostering intentional connections that have real impact. Whether through meaningful check-ins or focused team activities, managers have the tools to create a cohesive, engaged team in any environment. Hybrid and remote work aren’t obstacles to culture-building—they’re opportunities to redefine it. #HybridWork #RemoteLeadership  — This is the final post in my series on maximizing success in remote work. Check out my LinkedIn channel for past posts on best practices for leading hybrid/remote teams.

𝗖𝘂𝗿𝗿𝗲𝗻𝘁 𝗮𝗻𝗱 𝗙𝘂𝘁𝘂𝗿𝗲 𝗥𝗲𝘁𝘂𝗿𝗻-𝘁𝗼-𝗢𝗳𝗳𝗶𝗰𝗲 𝗧𝗿𝗲𝗻𝗱𝘀: 𝗪𝗵𝗮𝘁 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝘀 𝗦𝗵𝗼𝘂𝗹𝗱 𝗘𝘅𝗽𝗲𝗰𝘁 In June 2025, 21.6% of US employees worked remotely at least part time, down slightly from 22.3% in June 2024. Hybrid roles now account for 53.1% of workers who spend any time at home, compared to 46.9% in fully remote positions. Only 27% of companies will be back to a fully in-person model by year’s end, while 67% continue to offer hybrid flexibility. 𝗛𝗼𝘄 𝗘𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀 𝗛𝗮𝘃𝗲 𝗘𝘃𝗼𝗹𝘃𝗲𝗱 • 64% of US employees now prefer remote or hybrid roles over working from the office every day. • 61% of companies have formal RTO policies requiring employees to work on-site a minimum number of days each week. • The share of workers under office-mandate policies rose to 75% in late 2024, up from 63% in early 2023. • 46% of employees say they’d look for a new job if their employer stopped allowing remote or hybrid work. 𝗙𝘂𝘁𝘂𝗿𝗲 𝗧𝗿𝗲𝗻𝗱𝘀 𝘁𝗼 𝗪𝗮𝘁𝗰𝗵 In 2026 and beyond, organizations will refine return-to-office strategies using real-time utilization data and activity-based planning. Expect policies that: • Tie in-office days to project milestones, collaborative sprints, and mentorship sessions • Leverage AI-driven space optimization and smart scheduling to personalize the workplace • Blend virtual and in-person experiences through VR/AR or hybrid event platforms This evolution will shift RTO from a mandate to a tailored, outcome-driven experience. 𝗜𝗺𝗽𝗮𝗰𝘁 𝗼𝗻 𝗛𝗶𝗿𝗶𝗻𝗴 𝗮𝗻𝗱 𝗥𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻 Likelihood to look for a new job if remote/hybrid work is revoked 64% Employees who’d seek new work without any remote options 46% Companies reporting higher retention by allowing remote work 76% Companies losing talent due to RTO policies 80% Hybrid/remote workers willing to accept a pay cut to stay remote 48% These figures underscore that overly rigid office mandates risk driving turnover, raising hiring costs, and eroding employer brand. 𝗪𝗵𝗮𝘁 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝘀 𝗦𝗵𝗼𝘂𝗹𝗱 𝗗𝗼 𝗡𝗼𝘄 • Tie office days to clear objectives such as innovation workshops, client pitches, or onboarding ceremonies • Offer choice through dynamic scheduling tools and desk-hoteling platforms • Measure impact with OKRs and KPIs around collaboration hours, engagement scores, and retention rates • Invest in well-being amenities and quiet zones to support diverse needs • Communicate transparently—share usage data, policy rationale, and gather ongoing feedback By aligning RTO policies with both business outcomes and employee preferences, you’ll build a workplace that attracts top talent and sustains retention. What strategies have you found most effective in balancing office presence with flexibility? Share your insights below!

Your manager pushes the team to hit KPIs and goals - They reach them, but employees burn out, and some leave. Is the team successful? I would argue: No I’ve seen this scenario far too many times: Companies celebrating "wins" at a steep human cost. - Late nights - Missed family moments - Stress that lingers long after goals complete Here’s the reality ↓ Unsustainable success isn’t real success. It’s a ticking time bomb. Healthy businesses start with healthy people. If your employees are sacrificing their mental and physical well-being to hit company goals, it’s time to rethink your approach. Here are 3 ways companies can shift the focus: 1. Set realistic workload expectations. Don’t treat overwork as a badge of honor. Adjust timelines and redistribute tasks when needed to avoid burnout. 2. Model and encourage balance. Leaders, take time off yourself and encourage employees to do the same without guilt. Show that rest is valued. 3. Invest in employee well-being. Offer mental health support, wellness programs, and flexible work options that let people thrive inside and outside of work. The best leaders don’t just chase KPIs—they create environments where teams can thrive sustainably. They right-size goals to match the resources available; not what they WISH was available. Long-term success comes from people who feel valued, supported, and energized—not drained. ♻️ Repost if you agree!

This photo was taken in September of 2023. On the surface, it probably looks like I have everything under control. Confident. Professional. Ready for the next challenge. On the outside, everything seemed fine. But in reality, my wife was recovering from a very difficult twin birth and postpartum preeclampsia, and I was struggling to balance supporting her, caring for our family, and meeting intense demands at work. I worked hard to maintain the appearance that I had it all under control, but inside, I was overwhelmed. Eventually, the facade crumbled—I couldn’t keep it up any longer. Fortunately for me, I had an understanding boss who allowed me time away from work to take care of my acute situation at home and address my burnout. I was a textbook case of what is now called "Quiet Cracking." (The Problem) It’s the silent epidemic affecting our best and most dedicated people. It’s when your top performers are delivering exceptional work, meeting every deadline, and seemingly thriving... while internally, they're fracturing under the weight of unsustainable pressure. Unlike quiet quitting (a withdrawal of effort), quiet cracking is hiding the strain. It's the "I'm fine" that masks impending burnout. Quiet cracking thrives in environments where "face time" and constant availability are mistaken for high performance. And it often ends with your best people suddenly breaking down or resigning, leaving you wondering what went wrong. (Actionable Advice for Leaders) This is invisible from a performance dashboard. You can't track it on a spreadsheet. You have to prevent it culturally. Here’s how: 1️⃣ Redefine Your 1-on-1s: Stop just asking "What are you working on?" Start asking, "What is your workload feeling like right now, and what can we do to make it more sustainable?" Focus on the person, not just the project. 2️⃣ Celebrate Rest as a Strategy: Publicly praise the team member who takes a real, disconnected vacation. Model this behavior yourself. A well-rested team is an innovative and resilient team. Burnout isn't a badge of honor. 3️⃣ Make it Safe to Say "No": The next time an employee tells you they don't have the capacity for a new task, how you respond is critical. Thank them for their honesty and work with them to prioritize. This single action shows your entire team that honesty is valued over overcommitment. (Call to Action) Ultimately, preventing "quiet cracking" is about building a culture where it's safer to be human than it is to be perfect. What's one way you're building this kind of psychological safety on your team? #Leadership #MentalHealth #QuietCracking #EmployeeWellbeing #Burnout #CompanyCulture #Vulnerability #Fatherhood