Flexibility is the key to stability. ~ John Wooden, basketball coach 🏀
When it comes to work, what we understand to be ‘flexible’ has changed drastically.
The Covid-19 pandemic accelerated this change, exposing a large part of the business world to working from home. It also highlighted the diverse needs and preferences of employees, as well as companies’ ability to support them.
tl;dr everyone is different.This has led some companies to adopt a free-for-all approach (retaining a physical office space while giving every employee free reign on if/when to come in). Others have gone full-remote, and some are imposing fixed in-office days or a set minimum of in-office days (e.g. to foster in-person collaboration to ensure you don’t come into an empty space).
Common types of hybrid work are starting to show.What this shows us: nobody has it figured out. Everyone is experimenting; what works for one company may not work for another. This is underscored by the two answers we got from Jurors when we asked them about their preferred work arrangement post-pandemic:
**mixed** basis (e.g. 3/2 days office/home).**flexibility** to decide where they work.Flexibility does not mean full-remote for all, or two days from home for all. Flexibility is being free to choose what's best for you. That's why we're pursuing a choice-first approach to work to:
**wellbeing** of Jurors (#BeMoreHuman).**inclusion** to attract (and keep) the best talent (#LoveTheDetails).