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Don't miss these upcoming WEbinars and WE Hub events!

Don't miss these upcoming WEbinars and WE Hub events! | Workplace News | Scoop.it

Mark your calendar for these upcoming WEbinars and events. And don't forget, if you missed any, you can always catch the WEbinar reruns here.

Kate Lister's insight:

09/14/2021
4:30 PM - 5:00 PM   WE hub India: The Role of Office Space

 

So is the office as we know it dead? With a large majority of the workforce expected to work remotely regularly, is the office dead? Or will it have a different role to play? In this talk by workplace strategist Clart Elliott, understand what will be the new role of the office will be and how one must navigate that.

 

09/15/2021
8:00 AM - 6:00 PM   FM-Day 2021 Veränderung leben. Chancen nutzen.

FM.day 2021 der IFMA Chapter Austria und FMA,

Mehr Details unter:

Programm – FM-Day 2021

 

09/16/2021
11:00 AM - 12:00 PM   September: Stakeholder Engagement in a Hyper-Connected world
Hosted by Cristina Herrera 

 

Join us as we demystify stakeholder engagement once and for all. As well as explore real ways to co-create and engage your project management communities using human-centric approaches and collaborative technology to save you time, money and the pain of ignoring stakeholder needs.

 

09/21/2021 - 09/23/2021


11:00 AM - 1:00 PM   Workplace Strategy & Leadership (WSL) M2-W4: Virtual Workshop Module 2

In this workshop, we will use a case exercise based on a real situation to consolidate learnings. Participants will work in teams to define the change needed, build a Change Program and deliver the program to satisfy the Board of Directors.

 

10/05/2021
4:30 PM - 5:00 PM   WE hub India: The right Tech Tools for Hybrid Work

More details coming soon.

 

10/12/2021 - 10/14/2021
11:00 AM - 1:00 PM   Workplace Strategy & Leadership (WSL) M3-W4: Virtual Workshop Module 3

In this workshop, we will use a case exercise based on a real situation to consolidate learnings. Participants will work in teams to build a workplace management plan which identifies: 1. What success looks like. 2. How success is measured. 3. How risks and rewards will be evaluated and managed.

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The latest news and research about agile workplace strategies and practices
Curated by Kate Lister
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Quick peek inside this WE:Brief (2023, Edition 1)

• Let's not drag our mistakes of the past into the metaverse

• Office-to-residential conversion experts are hopeful

• AI tools you can put to work right now

• Take a lesson about data privacy from your grocer

• Collective bargaining sets the bar high on flexibility in government

• Congress passes SHOW-ACT to roll back federal telework

• Gartner calculates the financial value of human-centric strategies

• More than half of CEOs would cut RE before people

• Employees spend 40% of their former commute working

• Four biggest workplace takeaways from Davos

• How AI summarized the Davos takeaways

• Gas usage and vehicle miles may never go back to 2019 levels

• A look at the futures of cities in the metaverse

• The tax cost/benefit of remote work varies widely by state

 

 

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Let's not drag our mistakes of the past into the Metaverse

Let's not drag our mistakes of the past into the Metaverse | Workplace News | Scoop.it

"Web3 is transforming how people present themselves online, yet startup founders and investors are overwhelmingly male."

Kate Lister's insight:

I was recently on a call where a colleague was demonstrating a prototype Metaverse. As his avatar flew around the beautiful landscape, he pointed out where the roads would go. It was at that point that another colleague on the call went ballistic. "Are you kidding me? Roads? Cars? Why the [expletive deleted] are we putting cars and roads in the Metaverse? Haven't we learned anything?" 

A few days later I saw the movie Avatar 2. The women did the cooking while the men went to war. The "colored" kid, in this case white, was bullied and tormented at school. The tall good looking guys ruled. The women giggled. They exploited animals. A female friend and I walked out 2 hours into the 3 hour saga. Our male partners stayed until the end. 

Is this really the vision we want for our future? I think we can do better. But unless the designers of the Metaverse represent a diverse thought pool, we will surely drag the mistakes of our past into our virtual future. 

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Guru of office-to-residential conversion is optimistic about the possibilities

Guru of office-to-residential conversion is optimistic about the possibilities | Workplace News | Scoop.it
A growing roster of the city’s towers are being rendered obsolete by remote working. Developers spot a chance to meet demand for homes
Kate Lister's insight:

Nathan Berman has completed 18 office-to-residential conversions. The transformation, he admits, is far from easy but may be necessary if owners expect to survive the reality that the pandemic has permanently changed the need for offices.

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Are you still struggling to get on ChatGPT? Here are artificially intelligent tools you can use at work right now! 

Are you still struggling to get on ChatGPT? Here are artificially intelligent tools you can use at work right now!  | Workplace News | Scoop.it
AI can give most knowledge workers across industries their very own assistant because of the myriad of different websites being introduced.
Kate Lister's insight:

The full article offers 10 tools that use generative AI to help increase your productivity Full disclosure, I have not tried any of them but here are a few that look really interesting.

GPT of Google Sheets cleans lists, converts formats, summarizes and translates Google sheets. 

Eleven Labs clones your voice for use in games, story-telling, etc. 

PaperCup.com translates and dubs video into over 70 languages

Needless to say, watch this space. ChatGPT wasn't even a thing when the last WEBrief went out. Two months later, I'd be ashamed if I didn't mention it. 

One I'm loving that wasn't on this list is genei.io. It summarizes PDFs and web pages!

 

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Employers need to take a lesson from grocery stores about data privacy before it's too late

Employers need to take a lesson from grocery stores about data privacy before it's too late | Workplace News | Scoop.it
When you use supermarket discount cards, you are sharing much more than what is in your cart—and grocery chains like Kroger are reaping huge profits selling this data to brands and advertisers
Kate Lister's insight:

Why are we willing to share some of our most intimate details with your local grocer, but fervently against sharing data with our employers? I'm not lobbying for sharing more employee data here; I’m suggesting we think long and hard about the data we collect about our workers. 

Based on data about where and when you shop and what you buy, grocery stores and others can infer a great deal about your age, life stage, family, ethnicity, income, gender, health, and much more. Combined with information from your loyalty card, credit card, and data from other aggregators, it's likely your grocer knows more about you than even your closest friends.

Of course, they promise individual information is de-identified and aggregated before it's shared with their “partners and others” but don’t let that lull you into a false sense of security. An MIT study found that 90% of shopper data could be re-identied using as few as four purchases, the purchase date, and store location. 

Now imagine if the data from workplace trackers that follow your keystrokes, watch what you're working on, follow where you go, and listen in on meetings was combined your buying behavior, app usage, and more? 

Let’s take a lesson here before it’s too late. Just because we can do something, doesn't mean we should.

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A fascinating look at the future of cities via a metaverse interface

A fascinating look at the future of cities via a metaverse interface | Workplace News | Scoop.it
Cushman & Wakefield's vision for cities by 2040. The future in an immersive experience created to inspire and challenge everyone in real estate.
Kate Lister's insight:

I have to be honest. Cushman & Wakefield's metaverse-based journey to the future of cities weirded me out at first, but I found I spent far more time exploring the site and actually watching the videos than usual. The link here will take you to one of my favorites. I particularly appreciated that it wasn't all optimistic and cheery about the future of cities in general and real estate in particular. It acknowledged that the journey between where we are and some better state won't be without its bumps in the road addressing issues like the threat of greater inequality. 

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Collective bargaining at two federal agencies set the hybrid work bar high with liberal flex-place and flex-time policies 

Collective bargaining at two federal agencies set the hybrid work bar high with liberal flex-place and flex-time policies  | Workplace News | Scoop.it
The National Science Foundation and the National Archives and Records Administration have revised their telework policies in response to pandemic lessons.
Kate Lister's insight:

The National Science Foundation (NSF) and National Archives, (NARA) in collaboration with their unions agreed on liberal telework policies. 

At NSF, all full-time workers can telework up to five days a week and can flex their hours around the core hours (10 a.m. to 2:30 p.m. EST) Separate negotiations determined that NARA full-time employees can work remotely up to eight days per pay period (two weeks). 

“What we found was that by taking care of our people, they took care of us; our data has shown this flexibility has led to increased productivity,” says the agency CHRO.  

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House Votes to Have Federal Employees Telework Like It’s 2019

House Votes to Have Federal Employees Telework Like It’s 2019 | Workplace News | Scoop.it
UPDATED: The House approved a bill (HR-139) to require federal agencies to roll back their telework policies to those in place at the end of 2019 and to
Kate Lister's insight:

It's called the “Stopping Home Office Work’s Unproductive Problems,” or The Show Up Act. I kid you not. They want to drag federal employees back to 2019. As the name implies, the supporters of the bill claim that productivity has suffered because of people working from home. Under the “Show Up” bill, any agency wanting to allow telework would have to address:

• "Any adverse effects” of increased offsite work on customer service—I don't even know what that means

• "The cost of paying locality pay to employees receiving higher city-based rates even though they were no longer working there"—Sounds like a policy problem to me

• "The costs of maintaining under-used office space"—Instead we should needlessly force people to come in so our bloated real estate portfolio doesn't draw attention to the opportunity to cut costs?

• "Any technology-related issues that prevented employees from being fully productive"—They're just addressing this now?

 

Forgive my rant but this whole line of argument needs to be turned on its head. Instead of having to prove telework is causing problems, the government ought to require agencies to:

• Prove there is a problem before they call people back

• Prove how they are going to make up for the extra costs of having them on-site

• Justify why they need to hold on to under-occupied office space. 

 

No doubt the Show Up Act is a reaction to Congressmen Sarbanes and Connolly's proposed Telework Metrics & Cost Savings Act that was proposed last July. Among other things, it would require agencies to measure and report to Congress the results of they telework programs. What a concept! Measuring rather than guessing!

 

"Federal employee telework has been tested and proven during the COVID-19 pandemic,” said Congressman Sarbanes. “The flexibility of this program heightened work productivity, improved employee retention and delivered high-quality government service for the American people."

 

Fortunately, the bill is not likely to pass the Democratic-controlled Senate.

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Gartner study shows financial value of human-centric and flexible work models 

Gartner study shows financial value of human-centric and flexible work models  | Workplace News | Scoop.it
Employees who operate in human-centric work models – where they are seen as people, not just resources – are 3.8 times more likely to be high performing, according to a survey by Gartner, Inc.
Kate Lister's insight:

According to Gartner, the three pillars of human-centric work models are flexible work, intentional collaboration, and empathy-based management. Their research shows people who operate in these environments are:

  • 3.8 times more likely to be high-performing
  • 3.2 times more likely to stay
  • 3.1 times more likely to report lower fatigue

Among the five approaches organizations have taken toward flexibility—fully remote, fully on-site, mandated office attendance, rigid hybrid, and flexible hybrid—Gartner found the only one that achieved significant talent outcomes was flexible hybrid

The study also found that employees are:

  • 2.3 times higher performance when they were allowed to decide when they work.
  • 2.5 times more likely to be high performing and 4 times more likely to report lower fatigue when they had strong input into their organization's work design.

“To gain competitive advantage, organizations must go beyond location flexibility and place human beings at the center of work, rather than treating them as secondary components of their work environment,” said Graham Waller, vice president in the Gartner Executive Leadership practice.

 

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When it comes to remote and hybrid work, not all states are created equal. Not by a long shot.

When it comes to remote and hybrid work, not all states are created equal. Not by a long shot. | Workplace News | Scoop.it

"...remote work subjects taxpayers to changes that can be difficult to predict, as they depend on each state’s laws."

Kate Lister's insight:

Way back in 2010, I wrote an article titled, "Greedy states have nothing to lose but their remote work." The warning fell on deaf ears at the time because less than 3% of the workforce was working at home regularly. Now, the myriad of state and even local tax (and labor) laws are a big deal for both employers and employees.

The National Taxpayers Union Foundation (NTU) has captured the tax impact of remote and hybrid work in its new report, The Remote Obligations and Mobility Index. In it, they rank U.S. states by how difficult their tax laws make it to have remote employees working there. The greediest among them:

 

• Subject employees working in their state, for even just a day, to income tax obligations

• Obligate employees who work in a state other than that of their employer, to pay taxes to their employer's state regardless of where the employee works, even if this causes them to suffer double taxation.

 

Only 10 states scored above 30 (out of 35) on NTU's index (see image). The very worst state, Delaware, managed to earn a negative total score.

 

If your business is located in one of those low-scoring states or if your employees work there, it might be time to make your voice heard by your elected officials.

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Global employees spend 40% of commute time savings actually working

Global employees spend 40% of commute time savings actually working | Workplace News | Scoop.it
A new report by the National Bureau of Economic Research shows the majority of time saved by working from home and avoiding office commutes goes toward increased productivity.
Kate Lister's insight:

Based on a global study by The National Bureau of Economic Research (NBER), when employees don't commute to the office, they save an average of 70 minutes a day. They spend about 28 of those minutes (40%) actually working, 24 minutes (34%) enjoying leisure activities, and 8 minutes (11%) caregiving. China and Japan have the longest average commute (over 100 minutes a day). Serbia has the lowest (51 minutes) and the U.S. has the second lowest (55 minutes). 

The data comes from two NBER surveys with 19k and 25k respondents. 

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More than half of CEOs say they would reduce real estate cost before turning to layoffs

More than half of CEOs say they would reduce real estate cost before turning to layoffs | Workplace News | Scoop.it

New research from Greenhouse Software shows that despite economic uncertainty and recent layoff announcements CEOs remain optimistic about the economy and hiring. 

Kate Lister's insight:

In a survey of over 300 CEOs with 100+ employees, 54% said they would look to reduce real estate costs before they would consider laying people off.  

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Gas usage and vehicle miles may never return to pre-pandemic levels

Gas usage and vehicle miles may never return to pre-pandemic levels | Workplace News | Scoop.it
Demand forecast to falter due to fuel efficiency, electric vehicle sales and hybrid working
Kate Lister's insight:

Based on data from Inrix, vehicle miles travelled (VMT) and gas usage are still below pre-pandemic levels. According to their forecast, the combined impact of fuel efficiency, electric vehicle sales, and hybrid working, suggests it never will!

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Four biggest workplace takeaways from Davos

Four biggest workplace takeaways from Davos | Workplace News | Scoop.it
Our conversations give insight into what's on the minds of the business elite, including AI, return-to-work policies, and the economic conditions.
Kate Lister's insight:

Here's what Business Insider said were their four biggest takeaways from Davos:

1) There will be a recession, but it's not likely that it will be too severe.

2) AI will change everything. With the buzz on ChatGPT running high, there was a lot of chatter about jobs that will be replaced by AI and the need for retraining

3) Sustainability is critical, but companies are struggling for what they actually need to do

4) Many leaders are raging against remote work but it is going to stick. What they need to focus on is redesigning work and workplaces

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AI-generated Davos summary...Just for fun

AI-generated Davos summary...Just for fun | Workplace News | Scoop.it
Kate Lister's insight:

Just for fun, I had genei.io do its own summary of the above article about the Davos summit. Here's the result:

We spoke with more than 50 CEOs, billionaires, execs, and government officials in Davos.
Here are our 4 biggest takeaways
  • There's going to be a recession. It's no big deal.
  • AI will change everything
  • For sustainability, a question of how
  • Your boss wants you back at work. Why?
I'm feeling a bit threatened here. 
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Sponsor Spotlight: Cuningham

Sponsor Spotlight: Cuningham | Workplace News | Scoop.it

For more than 50 years, Cuningham has been a purpose-driven design firm. We choose to design for social and ecological well-being. Our choices reflect the responsibility of our work, in terms of processes and outcomes for our clients and in the communities we serve.

 

We proactively accelerate the changes necessary in our profession. We call for action to design in ways that reinforce the connection between built and natural environments.

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WE Love our Sponsors!

WE Love our Sponsors! | Workplace News | Scoop.it

WE Love our 2023 Sponsors! THANK YOU to our GREAT WE sponsors! Your generous support makes our Community, Programs, and Events possible. You inspire us to maximize member value. Please click on the logos below to learn more about our sponsors. 

Kate Lister's insight:

Download the WE 2023 Sponsor Benefit table for all the details about the benefits of being a WE sponsor at various levels. Contact David Karpook, Susan Spiers, or Pat Turnbull for questions and opportunities. 

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20+ very common phrases that make you sound passive aggressive

Avoid these passive-aggressive phrases in the workplace which can make your colleagues feel misunderstood and devalued. Here are alternatives to such conflicting phrases.
Kate Lister's insight:

Even seemingly innocuous phrases like "Kind Regards" can be off-putting or perceived as passive aggressive. Here are some others you might want to avoid:

  • As per our conversation
  • Make sure
  • Noted
  • According to my records
  • Circling back
  • Obviously
  • Correct me if I'm wrong
  • Any updates on this?
  • Please advise

The article offers a number of other examples along with suggestions for alternatives. 

Kind Regards,

Kate

Apologies if that sounded passive aggressive. 

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Quick Peek Inside This WE:Brief 

  • Global ESG country report offers a framework for organizations
  • Report on 4-Day Workweek Global Trial offers glowing reviews
  • 6th Annual State of Remote Work reveals workspace changes
  • Gallup offers new insights on hybrid work and engagement
  • NYT Opinion piece on the demise of cities
  • New EU laws complicate work-from-anywhere
  • Global report reveals 5 sustainability personas
  • Corporate commitment to DEI programs flattening
  • NYT profiles post-pandemic in 10 downtowns
  • Sponsor Spotlight: Savills
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Global Sustainable Competitiveness Index Ranks Countries on A Wide Range of Environmental, Social, and Governance (ESG) Metrics

Global Sustainable Competitiveness Index Ranks Countries on A Wide Range of Environmental, Social, and Governance (ESG) Metrics | Workplace News | Scoop.it

The Global Sustainable Competitiveness Report 2022 provides a comprehensive overview of the current State of the World – global, regional, and national - on the six sustainable competitiveness pillars: Natural Capital, Resource Intensity-Efficiency, Intellectual Capital, Economic Sustainability, Social Capital and Governance Performance.

Kate Lister's insight:

This index has been around since 2012 but it's new to me and well worth a look. Its based on the premise that national success should be measured by more than just economic factors. While it's a fascinating report all by itself, I think the framework and measures used offer an excellent model for companies looking to ensure their own competitiveness and sustainability. 

 

The Index is derived from 188 quantitative measures of a country or regions natural capital, resource efficiency, social capital, intellectual and innovation capital, economic sustainability, and governance performance. 

 

Spoiler alert: Northern European countries receive the top twenty composite index scores with Scandinavian countries taking the top marks. The U.S. is ranked #30.  

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Report on 4-Day Week Global Trial—97% of participants want to continue

Report on 4-Day Week Global Trial—97% of participants want to continue | Workplace News | Scoop.it

This report presents research results from 33 companies and 903 employees in the US, Ireland, and a few other countries. 

Kate Lister's insight:

The results of the Global 4-Day Workweek Trial are in. To be clear, we're talking about working one less day each week with no reduction in pay. 

Here are some highlights from the 40-page report.

  • The average rating of the experience from the companies involved was 9 on a 10 scale (where 10 is very positive). The average employee rating was 9.1. 
  • The average rating of how the experience affected the company was 7.7.
  • Nearly 70% of the thirty companies involved say they will continue to offer the 4-day workweek. All but one of the others are leaning toward continuation but have not made a final decision yet
  • 97% of employees want to continue the trial.
  • Employees self-rated their performance during the trial as 7.8 (their top performance ever being a 10) up from 7.1 before the trial
  • Stress, burnout, fatigue, and work-family conflict all declined. Self-ratings of physical and mental health, work-life balance, and satisfaction across multiple domains of life increased.
  • Some participants measured positive impacts on employee retention and absenteeism (statistical significance can not be established due to the small sample size).
  • There was no evidence that work intensity increased on working days.

The report also suggested the trial had a positive impact on company revenue, but IMHO, it would be hard to prove causation here. 

 

It's worth noting that the trial largely included companies based in Ireland (33%) and the U.S. (18%) and more than a third of the employers operated as fully-remote companies.

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6th Annual State of Remote Work reveals how employers are changing workspaces to address hybrid trend

6th Annual State of Remote Work reveals how employers are changing workspaces to address hybrid trend | Workplace News | Scoop.it

OwlLabs and Global Workplace Analytics surveyed 2,300 full-time workers across the United States in this 6th Annual State of Remote Work report.

Kate Lister's insight:

Based on a survey of over 2,300 U.S. full-time workers conducted by OwlLabs and Global Workplace Analytics, the 6th Annual State of Remote Work report reveals the latest trends and perspectives on a range of issues from remote and hybrid work, trust, intent to move, training offered, workplace redesign, intent and reasons for quitting, technology needs, employee surveillance, the 4-day workweek, and more.

  • Only one in five employers allow employees to work anywhere
  • Training needs are being ignored by nearly half of employers
  • Nearly half of employers have not asked their people how they want to work
  • Workplace design and mix of spaces changing, but slowly
  • Private spaces may be the key to getting people back into the office
  • More than a third of employers have reduced their office space
  • Employee stress has increased, largely driven by recession fears and return-to-office demands
  • Four-day work week and work from anywhere almost as attractive as full flexibility
  • More than half of employees are interested in working in virtual reality, the metaverse, or coworking spaces
  • Flexibility isn't the top reason employees are jumping ship

You can download the free 34-page report here.

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New Laws in EU and Elsewhere Could Complicate Work From Anywhere Practices

New Laws in EU and Elsewhere Could Complicate Work From Anywhere Practices | Workplace News | Scoop.it
New laws in the U.S., Germany, Portugal, and across the European Union have been introduced. All will affect the way we work.
Kate Lister's insight:

The EU is typically ahead of the U.S. in protecting workers' rights. With the rise in 'work-from-anywhere' policies, employers must stay informed about how new employment laws in other countries might impact them. For example:

  • France, Italy, Spain, Ontario, and Portugal have passed "right to disconnect" laws that make it illegal to contact employees outside of business hours.
  • German employers are required to offer work-from-home for people in jobs where there is no reason they need to be physically present. The UK and Ireland have a watered-down version of this law.

Whether these laws apply to foreign employees working in these countries isn't always cut and dry so employers with work-from-anywhere policies should proceed with caution.

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NYT Opinion piece on the, not inevitable, demise of cities due to remote work is well worth reading

NYT Opinion piece on the, not inevitable, demise of cities due to remote work is well worth reading | Workplace News | Scoop.it
What seemed like a transitory step to avoid infection has become a major force driving the future direction of urban America.
Kate Lister's insight:

The article does a good job of sharing optimistic and pessimistic scenarios for the future of our cities if the shift to remote/hybrid work persists. Assuming the author didn't stack the deck with research he liked—and I don't feel like he did—the outlook for many cities is bleak, at least in the short run. The problem is a downward spiral where fewer office workers lead to higher vacancy rates, declining property values, a collapse of small businesses, a lower tax base, lower transit ridership, less money to spend on city services, greater homelessness, more violence, and so on. The demise is not inevitable, but cities will need to act fast to reimagine and engineer a better future.

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Global report identifies 5 sustainability personas and offers advice on how to reach them where they are 

Global report identifies 5 sustainability personas and offers advice on how to reach them where they are  | Workplace News | Scoop.it

Ipsos survey of 10k global citizens reveals where people are in terms of concern vs. commitment to sustainability. 

Kate Lister's insight:

This Ipsos report, based on a survey of 10k global citizens, suggests five personas that exist on the continuum of concern and action toward sustainability. Disengaged Denialists represent 19% of the population, Conflicted Contributors represent 18%, Busy Bystanders represent 16%, Pragmatists represent 29%, and Activists represent 17%. Then it details each group and provides advice on how to reach them where they are. The breakdown by country is particularly interesting. The U.S., Japan, and Australia have the highest percentage of Denialists. Brazil, South Korea, and Australia have the highest percentage of Activists.

 

The most interesting part of the report is the advice it offers on how to engage each persona. For example, Pragmatists, the biggest group wants to do the right thing but doesn't know how. They can be pulled along with visible signposts of how they are making a difference. 

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Curated by Kate Lister
Kate is president of Global Workplace Analytics (GWA), a research-based consulting organization that helps employers create and communicate the people, planet, and profit business case for mobile, distributed, and flexible work.