Redefining HR for the Post-Covid Future of Work
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Org Design

Publicly shared examples Covid-19 inspired distributed/hybrid remote plans
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Org Design

As you can see from the announcements in the previous section there are a range of approaches when designing your post-Covid operations. Many employers are designing a hybrid approach with a mix of office and distributed work. Companies that allow employees to choose which options work best for their personal circumstances will be in the driver’s seat when it comes to retention and recruiting.

“To retain staff in recovering from the COVID- 19 pandemic response later in 2020, organizations should expect that 75% of their staff will ask to expand their remote work hours by 35%.” [
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Beginning in Jan 2021: @office: 3+ days/week @flex: office 2 or less days/week @home: Majority of time at home
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Building on my personal experience leading distributed organizations, and my deliberate study of highly-remote organizations over the past six months, two key factors informed my approach to strategy development outlined below.
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Occasional Remote Majority WFH in cities with an office Remote outside of office cities
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Employees can work anywhere within 4 hours of PST. Comp will be leveled with geo market ranges in 2024.
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The smartest, most transparent, and most progressive companies transitioning to remote will hire an executive to lead their journey in the next one to two years. This hire (or the lack thereof) will be a litmus test to job seekers who expect remote work to be supported, not merely allowed.
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Novartis now offers many associates the choice to decide how, where and when they work* to create the greatest impact for their role while taking personal responsibility to inform managers and align with teammates for effective collaboration, based on the nature of their work.
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Want to help your peers? Please considering sharing your plans publicly so others can learn from your approach.
if you’d like to contribute your plans (with org permission) to this doc.

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