Managing For the Future
We don’t know what the future will bring. But that doesn’t mean we can’t prepare for it — and prepare our workforce to meet its challenges.
We don’t know what the future will bring. But that doesn’t mean we can’t prepare for it — and prepare our workforce to meet its challenges.
The latest installment of “Management Minutes with Mika” covers hybrid work myths.
In the Veterans Affairs Department, agency leaders have devised a way to attract and maintain a happy and productive workforce. Here’s how they did it.
The VA is committed to designing and implementing practices that ensure employees are successful, supported and empowered to do their jobs well — regardless of location.
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.
With effective long-term software, hardware and policies in place, organizations can thrive in the hybrid-optimized future.
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.