Articles, posts, insights, opinions, factoids or musings. On Remote Work. On Costs. And more...
Remote and hybrid work necessitates changes to the way processes are risk managed and structured; this has some extremely fortunate side-effects on the carbon footprint and sustainability
Commercial Real Estate and the Carbon Footprint Impact of Remote and Hybrid Work, risk managing sustainability and the carbon footprint
As hybrid work’s benefits and risks continue to reveal themselves, it is imperative to identify, understand and deal with the contradictions that may come in the way of risk managing a successful hybrid working strategy.
Intelligence is often described as the ability to hold two opposing views in the mind and still continue to function.
It requires balance.
Balance is brutally difficult. Take for example, the push and pull between employer and employee expectations. The Great Resignation. Quiet Quitting. Quiet Firing.
Can there be a middle ground?
As remote and hybrid work, flexibility, and freedom take over, following an ideal and being passionate about your work and career advancement is still a significant individual responsibility for people. The steps to the seventh heaven of corporate paradise.
Psychological and emotional safety at a job whether remote or hybrid work or on-premise work has not received the emphasis it should. If Dante were to write about a Hell of a psychologically unstable and unsafe workplace, he would’ve mentioned these nine circles.
Countless advantages have emerged for employers, employees and for society but the last of these hasn’t received enough discussion. Let’s look at the impact on society, starting with the positive impact of Hybrid work on climate change and carbon footprint.
Despite the generational disconnect on remote and hybrid work it is here to stay. Gen X and Gen Z can speak to each other or just at each other
Remote and hybrid work does not equate to diluting discipline. The parts everyone plays.
There will be those rare times when work pressures conspire to overlap with inappropriate behavior in remote or hybrid work settings. On the other hand, lack of understanding by some supervisors turns work-life integration into encroachment. As a result, the baby gets thrown out with the bathwater.
Flexible employment models and open talent pools encourage upgrading from conventional organizational structures to dynamic networks. Enterprise use of these models is not very new. But with a well designed remote and hybrid work structure, we will see a swift increase in flexible deployment.
As Gen Z begins to steadily represent a considerable percentage of the workforce, here’s a first person account of what she looks for in employers.