No More Traditional Workweek? + Offsites are a Must-Have for Hybrid

November 20, 2024

Issue

110

No More Traditional Workweek? + Offsites are a Must-Have for Hybrid

We know many companies are pushing for a return to the office, but hybrid and remote work models are here to stay, with 67% of U.S. employers losing talent to competitors offering more flexibility.

The challenge lies in implementing strategies that benefit employees without straining resources.

In an exclusive interview with FlexOS, Workplace Strategy expert Phil Kirschner (WeWork, McKinsey) emphasizes the need for meaningful workplace experiences as HR and real estate evolve.

We also discuss the importance of effective offsite organization and how A/B testing can optimize hybrid arrangements, especially as 70% of workers reconsider the traditional 40-hour workweek.

Additionally, Brian Elliott shares valuable insights on cultivating a trusting workplace culture. We explore how effective interviews drive candidate choices and highlight Gen Z's new leadership approach.

As we approach 2025, what are your plans for fostering a thriving work environment? Reply so I can make this email even more valuable for you!

FEATURED PODCAST

We’re excited to bring you the second episode of Season 4 of Future Work, the podcast exploring HR’s role in shaping a happier, future-ready workplace.

In this episode, Tim Reitsma sits down with Phil Kirschner, a renowned innovator and data-driven change leader and founder of PK Consulting, with over 20 years at the intersection of employee experience, real estate, and technology strategy—including key roles at McKinsey, WeWork, JLL, and Credit Suisse.

Join them for an insightful discussion exploring how "HR and real estate must align on future workspace strategies, anticipating gig work and flexible environments to remain agile and competitive".

Tim and Phil delve into:

The future of work is evolving with technology and shifting employee expectations.
HR’s role now includes managing workplace experiences to enhance engagement and retention.
Data-driven decisions support meaningful employee engagement and increase retention.
Hybrid work models require intentional communication from leadership.
Measuring social capital helps assess employee connectivity and engagement.
Transparency in leadership fosters trust and aligns organizational and employee goals.
Purposeful workspaces are designed to improve productivity and collaboration.
Future-proofing organizations involve adapting to changes in work dynamics and employee needs.
Authentic communication is essential for sustaining morale and engagement.

Watch or Listen to the Podcast.

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Welcome to this week’s How Hybrid Works, your go-to section for the latest updates in hybrid work, sponsored by Tactic.

Stay ahead of the trends with expert insights, case studies, and industry news designed to help HR, workplace, and people leaders thrive in the evolving work environment.

The New Must-Have for Hybrid Work: Offsites

According to a new report from Worktripp, offsites are now essential for hybrid teams, boosting connection and productivity. Data shows a 27% increase in team connection, especially for new hires, so it's no wonder companies hold 3-4 offsites annually. But with budgets ranging up to $2,600 per person, how do you ensure yours is both effective and impactful? We have the data.

How Trip.com Used A/B Testing to Reshape Hybrid Policies and Boost Productivity

A study by Future Work Alumnus Nicholas Bloom found that a three-day in-office schedule reduced employee turnover by 35% without sacrificing productivity. Conducted with 1,600 employees, the experiment showed increased job satisfaction, especially for women and long-commuters, saved millions in attrition costs, and highlighted the value of A/B testing in refining work policies.

Do Remote Workers Have to Trade Flexibility for Career Growth?

A United Culture survey of 1,000 workers found that 25% of remote and flexible employees missed promotions. Despite this, most workers prioritize flexible work, valuing work-life balance over a full-time office presence. Do remote workers in your organization have to trade flexibility for a lack of opportunities?

Quick Hits:

Starbucks: Starting January 2025, Starbucks will implement an “accountability process” to enforce a three-day in-office requirement with managers empowered to set team schedules. CEO Brian Niccol, commuting by corporate jet, underscored that in-office work is vital for success, emphasizing a collective “game of winning” for employees and teams.
Walmart’s Onsite Childcare Supports Office Return for Parents: To support working parents, Walmart’s new Arkansas headquarters now includes a childcare center for over 500 children, addressing staff requests for family support and aiding the transition back to office work.
Organic Valley’s Custom Hybrid Model: Organic Valley’s tailored hybrid work model offers low hybrid, high hybrid, and remote options, improving retention and engagement by aligning work arrangements with employee needs and company goals.
Boomers Staying in Workforce: Remote work helps baby boomers stay employed, with 70% of Brits over 60 in flexible roles and 40% taking up side gigs. Nearly 90% are career-satisfied, while global “unretirement” rates grow due to financial concerns.
"Workplace density": has evolved from real estate jargon to a critical office design consideration. Phil Kirschner mentions key metrics include urban density, worker density, leased density, occupied density, designed density, and experienced density. (See also our guide to 5 Expert-Recommended Hybrid Office Metrics You Need to Track.)
Remote Work & Innovation: An INSEAD study suggests that strengthening "social proximity" through intentional social connectivity can help remote teams match the creativity and innovation of their on-site peers, balancing productivity with employee engagement.

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THE FUTURE OF HR ROUNDUP

I follow and summarize the news that future-forward and people-centric leaders care about, so you don't have to.

This week:

Where Trust Grows, Culture Thrives: Brian Elliott's Guide to a Winning Workplace Culture

Brian Elliott, Co-founder of Future Forum, Senior Advisor at Boston Consulting Group (BCG), and the Bestselling Author of How the Future Works, emphasizes that workplace culture isn’t built through mission statements but through everyday interactions and team dynamics.

Trust, clarity, and unlocking employee potential are essential for a strong culture, with trust especially crucial for innovation and productivity. Elliott advocates for decentralized decision-making at the team level, rewarding performance over mere attendance to align goals and boost engagement.

Read this article →

Rethinking the Workweek: Can Flexibility and Well-Being Redefine Our Work Experience?

A FlexJobs report reveals that 70% of workers want to rethink the traditional 40-hour workweek, with 89% favoring flexible schedules like a four-day workweek.

Employees are increasingly demanding a “new social contract” with the future of less work that prioritizes flexibility and autonomy, pushing against outdated 9-to-5 models.

Gallup Says: Good Interviews Drive Candidate Choices

A Gallup report shows that 44% of candidates consider interviews the most critical factor in job decisions.

Additionally, MIT Sloan Management Review emphasizes assessing character alongside competency in hiring, promoting Mary Crossan's "Leader Character Framework" for better leadership.For more on how recruiting could and should evolve, see our guide to AI in Recruiting.

Gen Z: Relying on Data Over Instinct in Leadership

A Marlee study of nearly 400,000 respondents reveals that Gen Z prefers external validation over intuition in decision-making, potentially reshaping future leadership.

CEO Michelle Duval cautions that this reliance may hinder Gen Z’s entrepreneurial drive and advocates for structured onboarding and mentorship to build confidence.

Will Future Generations Lack Essential Human Skills Due to Focus on Technical Training?

A recent Deloitte report reveals that workers are concerned future generations may lack crucial human skills like adaptability and leadership due to a focus on technical training.

Workers emphasize the need for mentorship and on-the-job learning to balance technical abilities with essential human skills as companies integrate AI tools and prioritize human development.

Gartner ReimagineHR Conference Highlights

The Gartner ReimagineHR took place in Orlando this week. If you didn't get a chance to attend, here's what was discussed:

Day 1: Focused on essential HR strategies to bridge gaps in collaboration, skills, and technology. Key themes included guided collaboration, collective intelligence, and a human-first AI approach to boost productivity. In a VUCA environment, HR leaders must identify information gaps, assess employee readiness for change, and promote connection-based learning to develop effective enterprise leaders.
Day 2: Highlighted that HR technology strategies should aim for cost optimization via hyper-automation, talent agility for quick market adaptation, and enhancing employee experience through consumer-grade tools. Talent management leaders should streamline initiatives by collaborating with business leaders and addressing impactful workstreams. In DEI, organizations need proactive risk management strategies and to align efforts with business priorities. Only 28% of recruiting leaders measure quality of hire, necessitating clearer criteria and diverse feedback.
Day 3: Stressed the importance of a nuanced approach to DEI, emphasizing local data collection and regional contexts to avoid alienating employees. Trust between managers and employees is low; enhancing this requires prioritizing well-being and development. Furthermore, only 30% of leaders feel confident in their organization's leadership strength, indicating a need to integrate development into talent reviews. Lastly, inclusive leadership should be intrinsically motivated, supported by self-diagnosis, exposure to diverse perspectives, and peer calibration.

Explore All Conference Topics ->