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Rethinking the post-pandemic workplace
While the pandemic continues to ravage much of the world, the rich world is opening back for business and companies are preparing to bring their employees back to the office. But quite a few of those workers don't seem thrilled about a return to pre-COVID workplace norms. A recent survey of 30,000 Americans found that three in ten never want to return to the office again. Another poll found that one in three US workers wouldn't want to work for an employer who requires them to be on site full time. But Wall Street's impatience is starting to show. Take Morgan Stanley CEO James Gorman, who effectively told his New York City employees that they should expect to be back in their cubicles by September, or else. If employers are going to require that their workers return to the office, what should those workers expect in return?
Watch the episode: Adam Grant reimagines work after COVID
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- Podcast: Adam Grant reimagines work after COVID - GZERO Media ›
- Work in 60 Seconds: Company Culture - GZERO Media ›
Paid family leave: when will the US catch up?
Working used to mean long hours spent in an office and away from your family. 2020 brought the opposite--24/7 lockdowns with the kids. Parents were teachers and babysitters overnight, while many of them continued to work full-time jobs. How will the changes we've experienced in the pandemic impact our demand for time at home with the kids, and what will it take to make that feasible? Ian Bremmer looks at how other countries do it, and how the US stacks up.
Watch the episode of GZERO World with Ian Bremmer: Adam Grant reimagines work after COVID
Adam Grant reimagines work after COVID
As the pandemic recedes in some parts of the world, many employers—from Fortune 500 CEOs to small business owners—are bringing their workers back to the office full time. The thing is, not all of those employees want to go back. On GZERO World, Ian Bremmer speaks with renowned organizational psychologist Adam Grant about how to reimagine "work" in a post-pandemic world. Plus, a look at how the paid family leave benefits in the United States stack up to other developed nations (hint: not so great).
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- Work in 60 Seconds: Company Culture - GZERO Media ›
- The Graphic Truth: New digital jobs in a post-pandemic world ... ›
Adam Grant on post-pandemic WFH: CEOs still don’t get it
Where does US organizational psychologist Adam Grant stand on the raging debate on post-pandemic work from home? His message is clear: CEOs demanding everyone return to the office like COVID never happened simply don't get it. "Productivity is about the purpose and the process that you bring to your job (...) not about the place you happen to be doing it in." Catch his interview with Ian Bremmer on the Season 4 premiere of GZERO World, which begins airing on US public television Friday, July 9. Check local listings.
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- The Graphic Truth: New digital jobs in a post-pandemic world ... ›
- Work in 60 Seconds: Company Culture - GZERO Media ›
- Overcome Resistance to Change: Work in 60 Seconds - GZERO ... ›
- Who Should You Make Fun of At Work: Work in 60 Seconds - GZERO Media ›
- Digital inclusion: Activating skills for the next billion jobs - GZERO Media ›
- Podcast: Adam Grant reimagines work after COVID - GZERO Media ›
Learnings from working post-COVID: economy, work-life, leadership
Kevin Sneader, Global Managing Partner at McKinsey, shares his perspective on corporate business leadership on Business In 60 Seconds:
What do we know now that we did not know four months ago when the coronavirus struck with vengeance?
I think there's a lot. First, we've learned about our economy. We know that we've now taken the elevator down and we're taking the stairs back up. We're seeing a return, as I observe what's happening across the world, but from a very low base. And the letter of choice is not an L, a V or a U, but I think it's a big question mark.
Secondly, we've learned about what we like in the workplace and what we do not. Indeed, much that has proven attractive about remote working has stuck. Time with family. The ability to source expertise wherever it may be located. But there's much that's not. After all, as many have said to me, there's a fine line between sleeping at the office and working from home.
Third, we've learned about leadership. As one CEO suggested, all the traditional stuff does matter. Being a good listener. Being aware of the details, able to see the big picture. But perhaps the most valuable capability is one that's not often associated with CEOs, it's being able to show some love, to show some love. We've learned that first and foremost, this is a humanitarian crisis and one where empathy and understanding have really proven to be the leadership qualities that matter.