• Managing Change: Making the Most out of Change

      Norton, Bob (2018-03-28)
      Having experienced some traumatic changes these past two years, many of us are now faced with the prospect of returning to our campuses for the first time in a long time. That’s good news. Nonetheless our return is a big change from the teleworking that most of us have become adjusted to. For some this change may bring a sense of anxiety and apprehension marked by uncertainty about what to expect, such as new safety protocols, hybrid working schedules, the possibility of contracting COVID from co-workers, and — for those hired during the pandemic — meeting co-workers in person for the first time. Being mindful of the host of feelings experienced by everyone returning to campus — from excitement to apprehension — is important in facilitating a smooth transition to the newly structured world of work.
    • Managing Flexible Work Arrangements

      SHRM (SHRM, 2022)
      The COVID-19 pandemic placed flexible work arrangements, especially remote work, in the spotlight. With many states issuing stay-at-home orders and allowing only essential businesses to keep their physical locations open, unprepared employers were forced to implement flexible work options on the fly. See Coronavirus Makes Work from Home the New Normal and Full Poll Results: Telework in the Time of COVID-19. As social distancing orders are lifted, and businesses reopen, employee requests for flexible hours and remote-work arrangements will be part of the new normal. Now that many employers have experienced how successful telecommuting can be for their organization or how work hours that differ from the normal 9-to-5 can be adopted without injury to productivity, offering flexible work arrangements have become more commonplace. Even in the absence of a pandemic, flexible work arrangements can improve recruitment and retention efforts, augment organizational diversity efforts, encourage ethical behavior, and help the organization's efforts to be socially responsible. Employers can experience cost savings, improved attendance and productivity, and an increase in employee engagement. See Leveraging Workplace Flexibility for Engagement and Productivity.
    • Workplace of the Future - HubSpot: Hybrid Work and Remote Inclusion

      Boston College Center for Work & Family (Boston College Center for Work and Family, 2021-09)
      We want to build a company where people can do their best work. Some people work best in an office, while others work best from a home office. And we heard this feedback from our employees. In April 2020, we sent a pulse out to our employees to get a sense of what they were thinking and feeling. The data showed that 61% of HubSpot employees are more likely to work remotely after COVID 19, and around 16% are interested in working remotely full time. They want flexibility and the ability to choose how they do their best work. That' s what helped guide this new vision. In 2021, 39% of our employees prefer to work from home, 18% in the office and 43% selected the @flex option. With increasingly distributed workforce, we like to say that our values live in our hearts, not in our hallways.