To help employees remain productive and enjoy the flexibility that comes with working from home, managers (no matter where they are personally working) have to take a new look at how they interact with and measure the performance of their teams.
With remote and hybrid work being permanent, the time is perfect to reexamine how we’re getting our jobs done to see if our tactics work for the long term.
When governments nationwide had to switch to remote work nearly overnight, North Dakota’s technology office met the challenge of supporting and equipping 8,000 state employees who were suddenly working at home. Here’s what they learned.
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.
Leaders of hybrid workforces need to keep employees engaged and productive whether they work from home or in the office. Here are tips on how to do that.
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.