Harvard study examines work from anywhere vs. work from home vs. working from an office and uncovers new findings.
A team from Harvard used 8 years of data from the US Patent & Trademark Office to examine the difference in outcomes between work-from-home (WFH) vs. work-from-anywhere (WFA) programs. Here's what they found:
-WFA employees who lived within a reasonable distance from colleagues, may form remote connections which, in one department (the Art department) led to increased productivity
-They confirmed earlier research showing productivity was higher for all remote workers
-The productivity increase was greatest among WFA workers (4.4% percentage points higher than WFH), and lowest among WFH who lived >50 miles from the office (with the productivity increase among those who lived <50 miles from the office falling in between)
-Older WFA workers were more likely to move out of the region (Alexandria) than younger WFA workers, but both groups experienced a reduction in their cost-of-living
-For remote workers whose job required significant interaction with colleagues, having a mandated set of IT tools increased productivity even further (3%)
-There was no decline in quality among either group of remote workers
The study estimated the outcomes of PTO's remote worker program to include $1.3B in increased productivity, $38M in real estate savings, reduced travel totaling 84 million miles, and reducing emissions by 44k tons.
"Advice on how to make the best use of HR data analytics from the Work Rebooted conference in San Francisco.
Computers can crunch far more data than we could ever hope to but don't forget humans are still better at understanding what it all means. Remember the DIKW pyramid : Data + analytics = information, Information + context = knowledge, Knowledge + experience = wisdom. Machines are great at analytics, good at context, and getting better at experience (machine learning), but human interpretation is still key to making wise decisions.
"Describes tools and frameworks that leaders inside and outside the HR profession can use to transform the HR profession and their organizational success."
The book offers a collection of forward-looking advice from over 70 exemplary chief HR officers and other leaders whose mission is to "disruptively accelerate the progress of the HR profession to meet the unprecedented challenges and opportunities of the new world of work."
Chris Hood (one of the Founders of WE) contributed to a chapter entitled A Vision of the Workplace in 2025: Doom or Boom?. In it he describes how head-count planning and workforce cost-cutting will be replaced by an adaptive-value model where employees own their own reality and managers make decisions based on work required, rather than head count.
WE all know FM/CRE needs to be talking to HR, right? Here's an easy way to learn about what makes them tick and why that alliance is so critical to workplace success.
Want great performance from knowledge workers? Asking them to do their best is the biggest motivator.
"If you want to motivate employees, stop following your instincts and adopt a data-driven approach."
The advice here isn't new, but given that 85% of Fortune 1000 companies surveyed admit employee motivation drops sharply after 6 months on the job, it's worth revisiting what science knows about the best way to manage people.