Categories
hybrid office Leadership

The Future of Work – Is The Forced Return To The Office (3+ Days Per Week) A Modern Day Loyalty Test? 

Apple’s three day return to the office recently came under scrutiny when their Machine Learning lead Ian Goodfellow announced he was leaving Apple stating
“I believe strongly that more flexibility would have been the best policy for my team.”

The question many are not asking is, is this part of the company’s strategy to add control back or is it a test to work out whether hybrid can work?
Or is this part of a company-wide strategy to add more guardrails (less chance of interviewing, harder to organise interviews etc) to control the great resignation from impacting their business?

Apple is a notorious company for keeping projects secret and it is well documented their internal secrecy around new projects. Brand and products are a huge competitive advantage for Apple.

Is this really the reason for Apple’s non-flexible stance? Unlikely. 

There is often an argument and firm belief that the best talent leaves first, especially in a market that is weighted towards candidates. 

To be clear, this is not the first or last example of talented individuals leaving however it is the first that publicly suggested working styles and returning to the office is the main factor. 

We will see many more high calibre individuals leave for the same reason, whether they are in the same position to make this statement we will have to see. 

Loyalty Doesn’t Work Both Ways?  

Is this today’s CEO loyalty test, is it suggesting to employees this is the way you show your loyalty to the company by working within the office environment? 

Most likely yes, however, only certain companies would be brave enough to try this approach, Apple, Google and very few others have the brand equity, stock options and base salary to do this. 

Especially in a market where Uber, Meta and other previous powerhouses have hiring freezes and only backfilling essentials. 

With high wages being paid by cash-rich companies and from the web3 space, we are seeing a systemic shift towards flexible work and companies that understands the demands of modern work. 

Many businesses are allowing managers to set their own working schedules with their teams and in some rare situations at individual basis, this always comes under scrutiny, however, with most large businesses setting the tone for other businesses who blindly copy, the one rule of returning to the office three days per week, is likely causing cracks and creating sub cultures within your business. 

Google’s it’s ok manifesto received huge support across LinkedIn in 2021, however, Google has been clear about the move back to the office and its continued investment into the likes of London Kings Cross is clear their long term future is in person first. 

Rename Home To Workplace

Right now the best thing any business can do is rename home to workplace, remove the conditioned work that happens in the office and remove the pandemic PTSD around forced work from home is the same as working from home in a more open work world. 

The questions many are not answering: 

  • Is three days the right amount?
  • Why do we need teams in the office? 
  • How do we adapt our office for hybrid working?
  • Does collaboration actually happen effectively in person? 
  • When most work is in real-time (in meetings) and over zoom is being in the office offering the best work experience? 
  • How do we improve our hybrid tools
  • What is the best possible hybrid work experience? 

The other issue many are encountering has allowed poor management practices like internal policing from bad and middle management. Proximity bias is slowly killing companies inside out.   

Think Differently: 

Digital First & Work From Anywhere Movement

Airbnb has been bold to suggest in the US you can work from anywhere and your salary won’t be affected, is this a PR play or does the Airbnb management team truly believe they learnt enough and listened to feedback to suggest this is the best way to keep talent happy and attract talent. 

The answer is both, it is a PR play and it is a move the management team back, so the winners are those who want flexibility and those who believe in their vision of the future of work. 

In a recent Forbes interview, CEO Brian Chesky suggested Airbnb had over 800000 visitors to the career pages. Airbnb famously went over and above in 2020 for the teams they had to lay off and opened up their careers hub to help their employees find new work.   

Slack’s digital first approach is winning over many, it centre’s around enabling a change of thinking around what identity is within a business and in person is the old way of working. 

Twilio announced they are approaching work as a remote first company, potentially this way you can improve the way people interact and consider working from different workplaces like “home” and other offices.

Slack’s parent company Salesforce is now listing job roles by timezone, not by location emphasising the importance of flexible approaches. 

Dropbox has redesigned its offices and rethinking what in-person work looks like is a good reminder of what smaller companies are doing to improve work and stay competitive. 

Easy Question: Simply ask your teams why they used to work from home in 2018/2019/early 2020? 

It is most likely they worked from home to get their heads down and get their work done. 

If you couldn’t make the office environment work before 2020, you will struggle to make the office work in 2022 and beyond. 

It is time to rethink, reshape and rebalance the office/work environments. 

Other ways to consider reshaping work are to: consider satellite offices, hiring workspaces based on the commute of your employees, hiring workspaces based on the projects they are working on and moving to asynchronous work versus real-time work. 

Will 4 Days Per Week Work Better?

In the next hotly debated topic will a move to four day work weeks help? Unlikely, however, smart companies like front have tested and rethought what 4 days per week might look like and why flexible Fridays at Front are working.

4 days per week only work if you can work in a new constraint and have rethought what work works like and what success looks like in 4 days, not 5. 

Consider, is it 40 hours of work per week you can rethink rather than working a set 4 day week (like Wednesday are non-work days), as logistically this will be a much harder shift in mentality. 

The Future Of Work Is…

It is clear the future of work has evolved past even the smartest business operators and past the way many conditioned leaders can envision the future. The future of work is what we make of it, so make it better, make it flexible and create environments where output is valued more than location and hours worked. 

Supporting Resources To Help Make Smarter Decisions 

The A-Z Of Leadership in 2022

The importance of DNA documents and agreed principles

5 smart ways to rethink the work week 

Will a strict return to the office help my team get back together?  

How to handle back to back meetings?

How to rethink perks in hybrid work?

Categories
hybrid office

The Three Current States Of Work

There are three current states of work, the traditional, fully remote and hybrid.

The question is for many, will this stay and why they could or could not work for the business.

The three sections will help you shape your thoughts and understand if this could work for you or your business.

Existing / Traditional 

Office based 

“09.00 – 17.30” 

Ideal for: workers who like the only one way to do it, who like their desk, their mug, their routine. Understand that proximity bias is important and meeting culture is part of the game. Typically struggles to work from home. 

Implications: We will see a good % of employees move roles or move companies to find a better balance and working situation for them. Many large and existing businesses will welcome the turnover. If you are unsure of going back to the traditional set-up, consider how quickly you could change your current hybrid work patterns and how long it will take before old bad habits and behaviours creep in.

Will this last? Yes, in many traditional industries and many businesses trying to force change to their organisation after lockdowns and slow periods of productivity. 

Categories
Business Performance

The Best Business Podcasts in 2022

Podcasts had another big year in 2021 and with the huge number of business podcasts, it can be difficult to understand which is a good episode and what is a must subscribe and must-listen podcast series.

Below is the best podcast series to subscribe to (and why) alongside listening suggesting the best recent episode from the podcast series.

Invest Like The Best

Why Listen? Brilliant variety of guests with questions that really make what they actioned and achieved, actionable.

Land Of The Giants

Why Listen? Brilliant deep dives into verticals or companies that have changed the world. The Apple revolution is a must listen.

The Knowledge Project

Why Listen? Probably the most bang for your buck podcast, packed full of gems and brilliant questions.

Masters Of Scale

Why Listen? Constantly great guests telling their stories and their approaches, rapid response is a series on the feed which has been a brilliant series in the pandemic and helped understand how other businesses have approached it.

Starting Greatness

Why Listen? Brilliant short podcasts with incredible guests from all across different industries but one underlining theme, how did the guest become great.

How I Built This

Why Listen? Love stories about how companies started? And how they become successful? Guy Raz is the host and podcast series for you.

Danny In The Valley

Why Listen? Danny is a journalist who has covered tech and silicon valley for over a decade, Danny manages to have diverse guests who really want to answer big questions and inform you of their product usually linking to their mission of fixing something broken.

Recode Media

Why Listen? Peter Kafka is one of my favourite podcast hosts, an informed look at the media landscape with piercing questions and quite often challenges the guests to answer the questions they just won’t want to. Very informative with great guests.

Thinking Is Cool

Why Listen? Host Kinsey (and her cofounder Josh) are on a mission to explore important topics and themes and really help you think or reshape your thinking. This Web3 primer is essential listening for any business looking at the future in 2022.

My First Million (MFM)

Why Listen? MFM divides a lot of podcaster fans, if you like ideas aplenty and breaking down how some businesses have become successful this is for you. If you want inspiration on how new and smaller businesses will explode in the next few months then this is for you. Some business leaders will think this is “bro’s” together but many episodes give away absolute nuggets.

Remember you can listen to my podcast series

Fixing The Broken World Of Work

https://open.spotify.com/episode/734afnZBTpZiDjwB9bcXuX?si=qW_pMhMkT_ixDcTyITOL8Q

Or

The Future State Of Podcast

https://open.spotify.com/episode/3MsLK1GTRCJffpy4u85TuL?si=sVQn2Dw1QxuL0YNqXO8jgA
Categories
Business Performance

The Five Most Important Roles For Business Success In 2022

Each year I look forward and predict the roles that businesses should consider creating or internally hiring for to improve business performance and create focus (aka blending culture and strategy together). 

Culture Community Manager

Why? Company culture is going to be of paramount importance in 2022. Unhappy workforce, high demand for talent, number of roles being unfilled, the culture community manager will be the trusted glue between teams, management and HR.
Read the full breakdown of the Culture Community Manager

Head Coach AKA Performance Coach.

Why? For many businesses, they have not improved their teams and their people and it has hit a critical inflexion point. Professional coaching is not just CEO’s and professional athletes. It is for everyone, particularly those businesses that do not guide their training budgets and build teams full of specialists. Improving how the executive team performs and connects with their company coach. Executive coaching and development are imperative.
Coaching is the lost art within businesses and a coaching organisation is a better connected and more effective delivery based company.
A motto of mine: (like in commercial kitchens, you clean as you go) in the workplace you have to Coach as you go! 

“Air Traffic Controller”

Why? Speak to ten industry friends and what you will hear is; no one really knows what is going on and how we getting on with projects, product launches and campaigns. 

As an Ex Project Manager, it would be biased for me to recommend project managers again (like 2021’s recommendations) however, leaving updates and progress reports to department leads always muddies the water and adds internal misdirections. 

Strategy leads and Operational leads often operate too much in the 10000ft air to understand the importance.
An air traffic controller will keep the business moving forward and help to navigate complexities. This is a specialist role that needs someone with experience of running larger projects and a cross-functional expert, ideally with Product and Marketing experience. 

Transformation Lead 

Why? The pandemic has proven businesses rely on the wrong software.
Many forced offline work and practises online and did not find the right software to help increase connections, collaboration, or complete work more easily.
The transformation lead will help shift the wrong types of cross-functional software and meeting tools to the right collaborative software and tools. No more force fitting zoom for everything or using Google Meets because you are a Google Suite customer. 

Distribution Lead 

Why? The biggest problem in most businesses, distribution and ensuring enough of your customers see updates, understand the changes and understand how the new feature or product can help them specifically.
Product Marketers are brilliant and I have worked with some exceptional PMM’s, however, when your internal customer is as important as your external customer you need to really build plans to target the customer on the right channels with the right messaging and creatives. 

A distribution lead will think about the platforms, the creative, the messaging, the narrative, the nudges required (free tip: why you wouldn’t have one leader asking for internal NPS surveys vs having department leads push this across different deadlines for more effective responses) and focus on the delivery aspect of distribution as distribution has never been as challenging and harder to gain cut-through and importance of the platforms (think email vs instant messenger vs waiting for a meeting to discuss in person vs asynchronous communications like an internal wiki).   

It is important to note not all of these roles have to be new hires and very often an internal candidate knows the landscape the challenges and the heartbeat of the business, it is an important balance to understand and craft these roles to ensure business success.

New team members and leaders have the ability to reshape business, remove any bias or reset some internal social clout and capital that might exist.

Remember businesses win by solving customer problems, not just one pain point you might be experiencing internally. 

Need help get in touch below:

Important Resources To Read

Categories
Business Performance hybrid office

The Hand Over And Hand Backs Process

Is Your Company In Need To Introduce Formal Hand Backs?

The handover hand back approach works for agencies, consultancies and businesses of any size. 

When you are looking for small optimisations in strategy and consultancy work, you have a few ways to address these, list a number of common problems and tackle them and stack rank the importance or you can go through common occurrences within businesses and optimise frustrations. 

One of the givens within any business is annual leave and long periods where colleagues have to cover each other’s work and ensure projects keep moving and in some cases complete complicated campaigns or deliver on projects and product launches. 

Handovers Win First Battle In The War

One of the best optimisations with holidays (vacations) is the ability to write detailed handovers, one of the common mistakes companies make is not creating a hand back.

This is where your colleagues write a one-pager (or more detailed if required) to enable the returner to understand where they are with their projects and what is critical to know. 

Handover Template

A handover requires the work, the status and the action required and typically the deadline. I personally am better with tables than a long list of bullet points and most businesses run off spreadsheets, therefore I recommend a simple table (example below) – this works best on a wiki or knowledge centre vs a document or a chain of emails. 

Work / Task New OwnerStatus Action RequiredDeadline Date 

The Hand Back Template

The hand back is important for more than just annual leave, maternity and parental leave, bereavement and sickness leave, especially if there was no formal handover a hand back often is going to set up your colleague up to re-onboard and pick up and enable them to pick up work more easily. 

As you can see the hand back template is slightly different, it is important you detail the steps (actions) taken and clearly call out the delivery date.

The important factor especially for long campaigns or project deliveries is to include the report URL and the performance metrics. 

Work / Task OwnerStatus Actions Taken Delivered Date (including report URL)

With the sheer amount of emails, instant message chats and threads, many colleagues struggle with coming back and getting through the number of updates let alone being able to cut through and understand what has happened and the performance metrics associated. 

In the hybrid work world, there will be fewer face to face meetings and many of the updates can be (and should be) asynchronous – consider how you integrated better templates that are more actionable within your organisation to set up colleagues and teams for success – this is ultimately what many companies are missing from building their intentional company culture

Categories
hybrid office

How Are You Reducing Mirror Anxiety?

Recently Stanford researchers coined the phrase mirror anxiety, it is the concerns and anxiety that has surfaced in looking at ourselves on video conferencing all day. 

In the upcoming hybrid work world, do we need to be staring at a screen and part of multiple synchronous video-based conversations to make decisions, to gain consensus and to develop out ideas? 

Is this something you truly believe is right for your business? 

Or is there a better way of addressing this? 

Although this seems to be individual concerns, this is having negative company culture issues.

Categories
hybrid office

Microsoft CEO Satya Nadella: The Hybrid Work Paradox

Recently the Microsoft CEO Satya Nadella called out hybrid work, and the challenge in getting it right. 

This is a challenge almost every organisation is battling with, especially with almost every country and US state having a different approach to COVID and handling different and ever-evolving scenarios. 

Satya Nadella was quoted as suggesting
“Short-term productivity goes up, long-term creativity goes down”. 

With quant data and qual data, many CEO’s and business are reporting and experiencing similar challenges. 

Learn Lessons From Remote Organisations 

Where many organisations are getting this wrong, is by not discussing how remote companies have had successes, companies like Gitlab (Gitlab all remote guide is brilliant) and Automattic (the Automattic podcast is great) have been successful in operating in a fully remote fashion. 

Learning from what makes great hybrid and remote leaders is going to help improve your operations and organisations health. 

There Is No One Size Fits All

Satya isn’t the only CEO suggesting the same, Facebook, Apple, Dropbox and Slack have all come at Hybrid from different perspectives with different solutions and ever-changing return to the office dates. 

Google’s is it ok to manifesto went viral across LinkedIn and has helped some businesses rethink how they approach this evolving working situation.

No one company has nailed hybrid but many are making significant progress.

The Study Was Too Early 

The study that was undertaken with Microsoft employees is a great read, however, the study was from the first six months of the virus and does not account for 2021 data and the way we have adapted and changed over the last 12 months. 

Large Company Battles

Companies the size of Microsoft have a number of battles to fight, the first is safety, the second is productivity and the third is keeping shareholders happy. 

Keeping staff happy, engaged and helping to balance work demands, home demands and burnout is something every business has to be proactively managing and addressing. 

Ensuring teams are productive while away from the office (or working in hybrid) is challenging almost every team member, manager and company leader. 

Shareholders are always looking for returns, getting the most of the staff is one of the main concerns for any CEO, especially for companies the size of Microsoft. 

The way we work in office environments has changed: 

  • The demand for video calls increased, 
  • The demand for more meetings increased, 
  • The way we continue meeting conversations has evolved, 
  • “The water cooler moments” decreased 
  • The way we keep connected has changed and the great unfollow has started to happen

The intentional and deliberate way we address these changing working methods has fallen behind and should be in the most pressing items to address as any leader of any business. 

One of our core recommendations is the requirement for a culture community manager for those companies with over 30 people. 

So is Satya right or wrong about Hybrid?

Unfortunately, in this situation, every company is different, every company requires their own approach, however with hybrid being deliberate and intentional with the 3C’s: Connection, Communication and Collaboration is key to winning.

Getting Hybrid Right

The future of the required for a large office (or series of offices) is under review, the long term future of work is no doubt hybrid, creating a highly engaged, connected and productive workforce is going to be something we learn to develop and “perfect” over time. 

Are You Struggling With Hybrid? Here Is Our Free Guide 

Here are other great resources to help you with hybrid: 

Categories
Business Performance

Fanclubs, Community, Tribes, Herds

I recently presented a presentation for the technology platform Funraisin at their digital giving summit.

The presentation was called:

Fanclubs, Community, Tribes, Herds, The Next Generation Of People Powered Businesses.

The presentation helps to guide businesses and charities to understand:

  • The next phase of business
  • The formation of people around core ideas and believes
  • Why fanclubs, community, tribes and herds are going to be shaping how we interact and support businesses
    &
  • How to then proactively shape how we connect to other people and businesses.

The Full Presentation

If you attended the event and would like to rewatch the video click here.

Categories
Business Performance

The Focus 5×5 Quarterly Matrix

There has been a huge shift towards automated dashboards over the last five years. 

Dashboards have been placed on TV sets across the office, set up on secondary monitors, shortcuts on toolbars and shared across businesses to understand the health of a business and being able to understand what has happening or happening now. 

Dashboards can have huge upsides, however, there are downsides. 

Automated without insights are just numbers on a screen. Dashboards are rarely in real-time and are often difficult for many businesses to surface and display the most important information to staff as the data is not available to query, stored in different datastores and regularly without commentary and insights blindly suggests performance is good, bad or ugly. 

Dashboards can be positive, they can help the staff to follow the company compass, it can help to shift private data to open and transparent data and assists to shift key units from defaulting to siloed to being open and having discussions around workstreams, roadmaps and campaigns.  

Enter The Focus 5×5 

In the business world, we can often joke about the importance of a 2×2 matrix, we can make incredibly important decisions based on the positioning on a 2×2. 

The simpler the information, the simpler the format, the more successful information becomes within businesses.  

The focus 5×5 matrix are the five most important indicators of performance with  five lines to help everyone understand which campaigns are being worked on, the five biggest internal and external threats, the five product enhancements that are being made to your own product, the five ideas submitted and under review by the business and the five goals you have   

Strategy  

  • Strategic campaigns the company is working on 
  • Be explicit on owners, deadlines and what needles these will move. 

Issues 

  • The 5 biggest issues we are facing (risks) 
  • Be explicit on what it impacts, who will be looking after these issues and when you will feedback and update 

Roadmap  

  • The 5 product roadmap rolling out this quarter 
  • Be explicit on deadlines, owners and when will be released to customers. 

Ideas  

  • The 5 ideas submitted by the team to improve problems. 
  • Be explicit on who’s idea these were, when they will be re-reviewed when they will have an expected build date. 

Goals 

  • The 5 Goals we have this quarter 
  • Be explicit about what the goals are, who owns the goals and when you are expecting impact. 

You should have accountability on the 5×5 by including when the Focus 5×5 matrix was last updated and who last updated the matrix. 

Must be 

  • Linked to company goals presentation/documentation and be updated weekly (one owner higher recommended) 
  • Open to all (members of staff) 
  • Open for comments and questions (from members of staff) 
  • Linked to the decision document – help the wider business understand how the most important decisions were made 
  • Linked to the previous quarterly matrixes & quarterly business review – this is important for new joiners to have a record and comparison to last quarters information 
  • Linked to strategic plans (1 year is action, 3 years is planning, 5 years is thinking on an annual review cycle): 
    • STP – the short term plan – 1 year ahead 
    • MTP – the mid-term plan – 3 years ahead 
    • LTP – from 5+ year plan 

If you have a company-wide meeting weekly like a weekly all-hands standup, this is a great format to run through and review, with departments feeding in updates and most important changes to their departments and disciplines. 

3 Areas To Consider Including: 

  1. If you could like to include your mission and vision headline statements your 5×5 can include these as headings 
  2. If you would like to include five behaviours that make your company culture successful, consider including them as a dividing header 
  3. If you would like to call out department of the week or unsung hero of the week, you can add these in weekly. 

Rolling out a new way of working and providing insights can take four to six weeks of planning, creation and introducing a new habit for the company leaders to follow, it is however an important tried and tested formula to improve your internal communication and performance.

Important Related Resources To Improve Company Performance

Categories
Anonymous Career Advice hybrid office

How To Stay Visible When Working Remotely?

Dear Focus, how do I stay visible when working remotely? 

Working remotely or in some cases hybrid has become a challenge for some team members to appear to be visible. 

It is actually a series of different questions I have received via the anonymous career advice form in recent weeks. 

As recommended in is playing the game essential advice article, there are many times you will need to be available, be part of things you do not naturally lean toward, times where what you need to do is be more proactively and importantly managers, bring those up around you. 

Delivery Presence, Deadlines, Internal Networking are the key categories for you to consider when considering how you are visible, and importantly, how you might manage and tackle this as a leader of the team.

Delivery 

  • Delivering on a project, a campaign or a product release is the best way of staying visible, being able to take your opportunity is always the best way of staying visible and demonstrating you were part of important part of work. 
  • Be The Sender: Sending out the message that you or your team have delivered on a large project or campaign is a great way to be seen and a way to be celebrated or supported. 
  • Be part of fixing the problems. One problem two solutions is a great framework to use and introduce
  • Celebrating the metrics vs just celebrating delivering is always favoured within mature businesses so keeping this in mind is impartive.
  • If you and your manager are not having regular check-ins but you would like to ensure they know what you are ‘doing, done and achieved’ I recommend a weekly email to your manager with (a) what is working, (b) what are you working on and (c) what has been delivered and (d) anything to be cautious of, trends within the industry or larger themes you should be on top of.  
  • Managers: Be able to congratulate and bring your team members to present and send the email or company-wide slack update is essential. If you are a c-suite exec or on the management team always bring your team members to discuss the delivery and early numbers in leadership meetings, help to prep them and bring them along the journey 

Presence 

  • Build out your presence while online meeting, offer to take notes, chair the meeting or own the workstream. This is more work, however, with structure and operational excellence this will help to stay visible and build your presence around the company 
  • Concentrate in the meetings and taking part of meetings, always be prepared to add value or unique insights (versus adding more opinions) and contribute to the follow-up conversations or offer to lead new projects.  
  • Managers: Asking for your team feedback and for someone’s expert opinion particularly when they prefer to be asked is essential, it will help you bring on others presence and their visibility but also helps the team to know their presence and their expertise is vital for the companies success. 

Deadlines 

  • Something many have allowed to slip while working remotely is deadlines slipping or not hitting deadlines.
    Hitting deadlines will always be essential and be vital for a companies success. Hitting a deadline is often the difference between being seen, respected and having positive mindshare vs having negative mindshare and having trust.
  • If/when possible create the GANTT or the roadmap and be the point of contact on the deadlines and deliverables 
  • Be deliberate in communications, not over-communicating, update colleagues on the progress of the project and how you are progressing against deadlines. On many occasions, this is happening however remember internally marketing is as important as externally marketing and applies to projects of all sizes 
  • Managers: Setting realistic deadlines – this is the flip side when a manager of a team or business leader, very often setting aggressive deadlines actually hinders your teams chance of being visible and hitting targets and creating a negative 

Developing Your Internal Network 

  • Build out connections – something when working remotely or in the hybrid workforce is you tend to neglect networking and building internal and external connections, actively work on networking and connecting with colleagues within the organisation and have quick coffees and be available to help colleagues if they need someone to assist them or be a support network  
  • One to one’s are always important – ensure you are keeping up with your one to ones, where possible look to meet with your bosses boss in skip meetings. This is often invaluable and creating a connection with your bosses boss or your team’s team creates better connections 
  • Virtual lunches – this might sound like more work and your time however one of the missing parts of connections when remote or hybrid is eating together and drinking together. I recommend making the same lunch and having 30 minutes where you just talk or connect over something trivial, a tool like donut (slack tool) will help you with virtual meetings and randomised meetings, you scheduling this and working with colleagues will be important 
    Here are a number of hybrid work tools and apps to help you become successful in hybrid.  
  • Hybird lunches – sometimes teams go to lunch when in the office and those who are not there will miss out, where possible consider how you might integrate those working remotely or organise a day and time where colleagues can come together and eat or allow those remote to be present in the hybrid lunch. This also works offsite too. 
  • Network events – something a handful of mart companies have created is hybrid and remote network events with tools like hopin and riverside and connect colleagues in break out rooms, with Q&A between departments and presentations on important projects and successful campaigns and releases 
  • Managers consider building out management pods to connect you and your management team more closely 
  • Managers: It is important to remember remote offsites and remote sessions are not always the silver bullet to bring teams together 

There are many more brilliant pieces of advice for managers and leaders in the fixing the broken world of work podcast

Best of luck and keep moving forward.

Thanks,

Danny Denhard

Read the future of work keynote from the end of June to learn more about how the world of work is changing and how to be successful in the hybrid future.