From fully-remote to hybrid work models, flexibility is the new normal. But are businesses ready to operate this way forever? You can optimize a workplace flexibility in your organization post-pandemic by prioritizing these change management tasks.
Employers should take particular care to safeguard against a possible rise in discrimination-related litigation and temporary short-term uncertainty about workforce stability.
The future of work is a journey that is continuously redefined as employees discover better ways to get their job done and find balance in their lives.
What can we learn from listening to more than 50 CEOs who’ve had to contend with the impact of Covid-19 with no user’s manual? What are the lessons we’ve learned? Dealing with Covid-19 is shining a light on certain salient aspects and key principles. Let’s look at them together.
When progress is powered by chip performance and the increased capabilities of computer software, we tend to judge the future by those same standards. What we often miss is that paradigms shift and the challenges—and opportunities—of the future are likely to be vastly different.
Contrary to popular belief, flexible working is not a cure-all for workplace issues – and can, in fact, exacerbate many. To best support employees, businesses need to improve communication, consider work/life balance, and understand external pressures.
Old-school management is outdated.We know that, but we still see it entrenched in big corporations, organisations and government offices.
It is key in the management 3.0 model to focus on real continuous improvement, for which it is necessary to facilitate change processes and model the natural resistance that may appear.
Here are five effective approaches for CIOs to expand their skillsets and build a resilient culture that can succeed in today’s enterprise organizations.
Here are the insights regarding how the pandemic has affected the way we work today, key components of the modern workplace and what the future of work might look like.