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Workplaces are catching up to the future. Meet the companies and individuals who are making it happen.

  1. 8 Common Flex Mistakes

    8 Mistakes Companies Commonly Make When Implementing Flexibility

    Sustainable, effective workplace flexibility is not a pipe dream. It's actually a feasible and straightforward solution to many of the modern workforce's productivity woes. But flex has the best chance at transformative, revolutionary change when it's implemented correctly, and unfortunately, a lot of companies fumble their flex. Here are some of the most common errors companies make on their flex journeys…

  2. All Managers Want DeskPlus

    Practically All Millennial Managers Need DeskPlus

    We knew DeskPlus was popular, but the appeal of location variety is near-universal among millennial managers, as Akumina found in its 2019 Millennial Manager Survey. Understanding that millennials will comprise 75 percent of the U.S. workforce by 2030—and that millennial employee turnover is costing the U.S. economy $30.5 billion each year—Akumina surveyed more than 1,000 mid- to executive-level managers between the ages of 18 and 36 in an effort "to better understand millennials' direct impact on business today."

  3. Leaders Today Are Trusting Their Employees to Work Autonomously

    Leaders Today Are Trusting Their Employees to Work Autonomously

    People say "trust is earned." And perhaps that's why, historically, supervisors wait for their direct reports to prove their worth before giving them access to flexibility. But as the global workforce heads for a flexible future, these workplace conventions of yesteryear are falling by the wayside. These days, especially with more and more employees working out of the office, supervisors are trusting their employees from the jump, and those employees are returning that trust with productivity and loyalty.

  4. Remote and DeskPlus

    Remote and DeskPlus Employees Are Nearly Twice as Engaged as Their Peers

    According to a new ADP Research Institute survey of more than 19,000 workers worldwide, the global economy has a real engagement problem: Only around 16 percent of workers around the world are fully engaged. Interestingly, the ADP survey found that being part of a team makes a big difference: For example, 29 percent of workers on a team in the UAE are fully engaged, compared to 7 percent of solo workers, and 11 percent of workers on a team in the Netherlands are fully engaged, compared to 2 percent of solo workers. But even more interestingly, physical proximity to one’s teammates does not drive engagement. In fact, as the Harvard Business Review notes, the converse is true: Workers who work away from the office 4 or 5 days of the workweek are nearly twice as engaged as those who work solely from their company office.

  5. Dads More Involved

    Dads Are More Involved at Home Than Ever Before—But They Face Their Own Barriers

    The good news: According to Deloitte’s new "Millennial Dad at Work" report, dads are more engaged at home than ever before. In fact, 58 percent of dads are now actively involved in day-to-day parenting and 63 percent of new dads in the workforce have requested a change in their working pattern. The bad news? Corporate America has yet to evolve. Many of the dads who participated in the study reported not having equitable access to the workplace flexibility they need to fulfill their caregiving responsibilities.

  6. Buyer's Remorse

    When Done Right, Flexibility Can Prevent Employee Buyer's Remorse

    The expectation vs. reality gap is everywhere—from memes to dating apps and even corporate culture. When new hires realize the employee value proposition they were sold in the interview process isn't true to the actual experience, they can suffer from a case of buyer's remorse. And in the business world, the expectation vs. reality gap often relates to company policies.

  7. Employees With Diabetes

    People Living With Diabetes Face Greater Flexibility Bias at Work

    As researchers from Denmark note in a new study published in the journal BMC Public Health, the number of people of working age who are living with chronic diseases is increasing, and workplace flexibility can help keep these people in the workforce if their colleagues can acknowledge their need for workday customizations. Unfortunately, as these researchers discovered through an online survey of more than 1,100 Danish workers, employers feel a higher degree of responsibility to afford flexibility to workers with other types of chronic diseases—cancer, heart disease, arthritis, etc.—then they are to workers with diabetes. Additionally, employers "are willing to pay less for flexibility at the workplace for people with diabetes compared to people with chronic disease in general."

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