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What matters more at the end of the workday: actual results, or all of the sensory cues from people actively scurrying about? That’s the essential question that lies behind the gap in the adoption of flexible work practices such as working from home or choosing your own hours. Too often, when CEOs say they need people to return to the office to strengthen “culture,” what they are really looking for are the visible signs of hustle culture: showing up early, staying late, being part of the bustle of busy hallways. Some of those same CEOs enacting return-to-office (RTO) mandates cite the need to get knowledge workers back to the office in fairness to front-line workers — never mind that front-line workers want some independence as well, more often in the form of schedule control. The reality is that pairing up workplace flexibility with a deep focus on results-based management can demonstrably boost bottom-line results for businesses and improve the lives of workers, research has found. A reduction in unwanted attrition and stress levels and an increase in productivity create a high potential for a win-win for both workers and their employers. Click on the link in our bio to continue reading. Adapted from "How to Get Real About Measuring to Outcomes" by Brian Elliott.

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