The pandemic has forced leaders to recognize that they need to make changes to manage hybrid and remote teams effectively. One of these changes is moving away from using quarterly or annual performance reviews that relied to a great extent on presence in the office. That’s the key take-away message of this episode of the Wise Decision Maker Show, which describes how to revise the performance evaluations to manage hybrid and remote teams.
The lack of action against the threat of an Omicron surge points towards a lack of vision in leadership. Leaders must fight against cognitive biases and adopt best practices to avoid disasters in the future of work.
The pandemic has taken a toll on employees’ mental and physical health.To address these issues, organizations have started hiring a Chief Health Officer to oversee the prioritization of health in all policies.
Hybrid and remote work can lead to serious tensions around differences in time spent in the office. To address this, leaders must create a work culture of “Excellence From Anywhere” that focuses on deliverables rather than where you work.
Organizations need to adopt best practices for providing excellent mentorship to remote employees hired during the pandemic and integrating them successfully into the team. That’s the key take-away message of this episode of the Wise Decision Maker Show, which describes evidence-based approaches for remote training and virtual mentoring for hybrid and remote teams.
Work will never go back to a pre-pandemic normal, and leaders who don’t seize an innovative advantage risk lagging behind. One way to gain competitive advantage is to use methodologies like Virtual Serendipitous Idea Generation. That’s the key take-away message of this episode of the Wise Decision Maker Show, which describes how hybrid and remote teams can gain a serendipitous innovation advantage.
An interview with Jill Kuhlman, Chief Administrative Officer at FST Logistics, an employee-owned and operated third-party logistics company that serves food and grocery brands.
Future-proofing allows organizations to plan countermeasures and allocate resources for possible problems ahead of time, helping leaders avoid cognitive biases.
Leaders need to reevaluate their old methods of conducting performance reviews. Remote team management calls for the adoption of innovative best practices to be able to gain maximum productivity from remote and hybrid working employees.
An interview with Chet Czaplicka, Founder and CEO of Comprehensive Care Services, which provides perfusion and autotransfusion services across the United States. Chet talks about how his company weathered the coronavirus pandemic and about the approach that he uses to prepare his company for future threats and opportunities.
An interview with Chris Haimbach, the US Head of Sales, Commercial Strategy and Operations for the Consumer Health division at Bayer. Chris shares about his team’s experience with remote and hybrid work during the coronavirus pandemic and about his strategy for future-proofing and managing uncertainty.
Leaders must recognize that the future of work is now hybrid and even fully remote. To gain a competitive advantage in the future of work, leaders need to upskill employees in best practices for hybrid and remote collaboration and communication.
To seize a competitive advantage, you need to adopt virtual brainstorming for hybrid and remote teams. That’s the key take-away message of this episode of the Wise Decision Maker Show, which shares best practices for virtual brainstorming for innovation advantage.
It’s important to adapt your organization’s culture for virtual collaboration in order to thrive after the pandemic. That’s the key take-away message of this episode of the Wise Decision Maker Show, which describes best practices for effective virtual collaboration for hybrid and remote teams.
Leaders need to reevaluate their old methods of conducting performance reviews. Remote team management calls for the adoption of innovative best practices to be able to gain maximum productivity from remote and hybrid working employees.
Companies, leaders, and senior staff should adopt best practices so they can provide excellent mentorship to remote work employees hired during the pandemic and integrate them successfully into the team.
Work will never go back to a pre-pandemic normal. Leaders who don’t seize an innovative advantage risk lagging behind. Methodologies like Virtual Serendipitous Idea Generation offer a much-needed competitive advantage.
Any organization can benefit from hybrid teams and cultural re-onboarding for virtual collaboration. Many old practices are no longer effective, requiring new ways to address the needs of employers and employees during and after the pandemic.
For creating competitive advantage in the new normal, forward-looking leaders need to let go of their preferences for in-office work. They need to adopt a hybrid-first model for most staff, and support full-time remote work for a minority. That’s the key take-away message of this episode of the Wise Decision Maker Show, which describes how to create competitive advantage in returning to the office.
Employers must recognize the challenges from the initial COVID outbreak and avoid mental blindspots as Delta and other variants emerge. That’s the key take-away message of this episode of the Wise Decision Maker Show, which describes the dangers of denying reality in returning to the office during the Delta surge.
The future of work will reward those who adopt best practices for an innovation advantage, and penalize those who do not. To seize a competitive advantage, you need to adopt virtual brainstorming for hybrid and remote teams.
Employers must recognize the challenges from initial experience on the COVID outbreak. This will prevent entrapment with mental blindspots, as Delta and other variants emerge, turning their back on their employees.
Employers must modify their hybrid office space to meet the changed needs of employees. They will do mostly collaborative work in the office while doing their individual tasks at home. That’s the key take-away message of this episode of the Wise Decision Maker Show, which describes how to redefine hybrid office space to boost employee productivity.
The best practice on the return to office plan involves a team-led hybrid-first model with some fully remote options. That means empowering lower-level team leaders to choose the work arrangement that best serves their team’s needs. That’s the key take-away message of this episode of the Wise Decision Maker Show, which describes a team-led approach for the best return to office plan.
Employers must devise effective modifications of hybrid office spaces. Employees’ work requirements have changed. They will do mostly collaborative work in the office while doing their individual tasks at home.
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