Key Takeaways
When it comes to settling on a work arrangement for your organization, handing the decision making over to employees doesn’t automatically mean that leaders won’t be able to predict their behavior to plan space and technology needs accordingly.
For months, leaders have been concerned with social aspects of hybrid work, such as how to maintain company culture and maximize informal interactions between colleagues. However, the data shows that if you let people decide, they generally opt in favor of a balance that services these needs automatically.
In other words, they generally opt for hybrid work. In addition to this, by creating a virtual-first work culture in which the work we do is independent of location, organizations open up the possibility of hiring fully remote talent. Around the world, the so-called “Great Resignation” has been a rude awakening to many organizations.
By expanding the pool of eligible candidates beyond a commute radius of a physical location, organizations create major opportunities to hire the best of the best. When organizations give employees the ability to choose how to organize their work week, they benefit from increased employee well-being, productivity, and the ability to secure a wider talent pool.