Follow an Outcomes-Based Approach for Hybrid Work
Establishing a hybrid work model is not easy — like many things in life, there are lots of ways to fall short — but the past two years have demonstrated that hybrid work can succeed.
Establishing a hybrid work model is not easy — like many things in life, there are lots of ways to fall short — but the past two years have demonstrated that hybrid work can succeed.
Ask people for their thoughts on hybrid work, and even its staunchest advocates usually offer caveats: It requires certain technology, a new management style, thoughtful culture-building and other reimaginings.
All hybrid work structures must keep certain things in mind.
For government agencies trying to build a deeper pool of IT talent, the confluence of the so-called Great Resignation with the move to hybrid work offers a new glimmer of hope.
The half-life of tech skills is shrinking. And that means skills gaps are growing at an exponential rate.
With effective long-term software, hardware and policies in place, organizations can thrive in the hybrid-optimized future.
Most of us will have at least one bad job in our careers. Leaving a toxic workplace is difficult, but there are steps you can take to ease the process…and set yourself up for future success.
The Executive Order on Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce, issued in the summer of 2021, was designed to strengthen the Federal workforce by making sure the workforce more accurately reflected the citizens it serves.
How do you get your mission done in a historically tight labor market? Train the people you have.
With the transition to hybrid work, agencies have the opportunity to do something they couldn’t do in 2020 when shifting to remote work: Take the time to plan it out.