Data from this past summer, drawing from hundreds of public and private sources measuring headcount growth and flexible work policies, has found that companies offering flexibility are hiring at a greater rate. While growth doesn’t always correlate to success, the research indicates companies who don’t mandate in-office work are having an easier time hiring.
This data confirms my own position on remote work – that agile companies who allow people to choose their work setup will have their pick of global talent and secure high-performing teams over those who insist on returning everyone to the office. We’ve also been seeing headlines across the web about company executives who themselves have access to satellite offices near their homes but who still insist on enforcing back-to-the-office policies. This messaging is not only hypocritical, it communicates to teams that there is no confidence in their ability to perform without constant oversight. These policies erode trust and damage organizational culture.
I’ve been exploring the shift to remote work and its implications in my leadership trainings. #LessonsLearned What I’ve seen from my remote operating clients is that in lieu of investing in a brick-and-mortar office, they’re shifting their investments into other impactful areas like learning opportunities and experiential retreats. They see that culture and engagement are massive accelerators for performance. And to me, they will be at the forefront of innovation thanks to their willingness to shift their perspective. So I would ask leaders this: What will the impact be if you don’t evolve? If you don’t invest in opportunities to enrich your culture’s desirability quotient? How will you leverage opportunities to drive innovation?