Post by account_disabled on Dec 27, 2023 7:40:32 GMT
Network analysis to map employee work relationships and patterns can help companies answer key questions for hybrid work planning. Rob Cross and Peter Gray Year Month Day Reading Time: Minutes Topics Workplace, Teams and Culture Collaboration Organizational Behavior Remote Work Subscribe Permissions and Share What to Read Next Top 10 Articles of the Year Twenty Years of Open Innovation Adding Cybersecurity to Your Boardroom Expertise What questions managers should be asking about AI models and data sets Leaders in organizations large and small are working to define return-to-office strategies that reflect the appropriate balance of in-person and virtual interactions.
In the absence of data, many leaders advocate hybrid models based on intuition. You don’t have to look hard for examples to find examples of companies advocating for policies out of a desire to get back to meeting people in person, or a general feeling that engagement or innovation in virtual Job Function Email List environments is suffering. But these approaches do not optimize business performance, innovation or engagement because they are blind to the informal networks through which collaborative work occurs. For most organizations, the balance between in-person.
Virtual interactions will certainly change as a result of the pandemic. To attract back employees who have experienced first-hand the benefits of fully remote work, leaders need to provide a compelling case for why a work model that includes some level of in-person collaboration is not only good for the company, but also valuable to employees. Email Updates About the Future of Work Monthly, research-based updates on what the future of work means for your workplace, teams and culture. What is your email? Sign Up Privacy Policy Organizational network analysis, a method of mapping employee working relationships, offers a novel way to guide return-to-office decisions. Provides an evidence-based perspective that can help leaders understand which connections between employees are best conducted.
In the absence of data, many leaders advocate hybrid models based on intuition. You don’t have to look hard for examples to find examples of companies advocating for policies out of a desire to get back to meeting people in person, or a general feeling that engagement or innovation in virtual Job Function Email List environments is suffering. But these approaches do not optimize business performance, innovation or engagement because they are blind to the informal networks through which collaborative work occurs. For most organizations, the balance between in-person.
Virtual interactions will certainly change as a result of the pandemic. To attract back employees who have experienced first-hand the benefits of fully remote work, leaders need to provide a compelling case for why a work model that includes some level of in-person collaboration is not only good for the company, but also valuable to employees. Email Updates About the Future of Work Monthly, research-based updates on what the future of work means for your workplace, teams and culture. What is your email? Sign Up Privacy Policy Organizational network analysis, a method of mapping employee working relationships, offers a novel way to guide return-to-office decisions. Provides an evidence-based perspective that can help leaders understand which connections between employees are best conducted.