#88: How to Make Hybrid Work Productive and Engaging for All with Jenny Moebius

Lead the People

Jenny Smith Moebius is the SVP and Head of Marketing at Skedda, a global workplace management platform committed to powering great hybrid workplace experiences, where she's also the host of the Heroes of Hybrid Work podcast. Jenny is a top Go-To-Market (GTM) leader in the Greater Boston area, where she has a track record of building powerful brands and categories, generating demand (for both sales- and product-led orgs), and creating energizing mission-driven cultures of belonging in the B2B tech space.

Top 3 Takeaways

1. Move on. Rather than continue to fret over the future of hybrid work, we need to shift our energy into how we can improve our business and people outcomes. Case closed.
2. Check yourself. We always need to be mindful of unconscious bias. When it comes to hybrid work, we need to ensure we’re treating the in-group and out-group equitably.
3. Use the tools. From sophisticated technologies to simple techniques like sharing a meal over distance, we have the opportunity to re-humanize hybrid work for the benefit of all.

Subscribe to Matt’s LinkedIn Newsletter

Optimal Leadership Tips:

https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7218638938112933888

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

“My stance is that the hybrid work debate is over, and people really need to start figuring out how to do it right. Instead of grappling over whether we should do it, it's about how to do it so that you continue to engage your people and have a high economic returns.”

“If you want to retain your talent, keep your talent happy, and bring in more and better talent, the way to go is hybrid work.”

“The energy that I get from the collaboration, the productivity that I get with my team, or just even getting to know them on a more personal level, having lunches and snacks and drinks or whatever it is you want to do… It's, it's totally worth it. And lots of data out there shows that two to three days a week doesn't decrease productivity. The benefits really outweigh the cons.”

“The best practice out there is that hybrid work should be made at the team level. And when it is made at the team level, the studies have shown that the amount of talent and diverse talent that you can attract increases.”

“Allstate, for instance, adopted a model of team level agreement and job applications rose 23%. But the most interesting part is that there was a 33% increase among women and people of color. So what you were referring to—women, people of color, people with disabilities—hearing that there's more flexibility in where they work, you're going to attract better and more diverse talent.”

“Microsoft found that employees who met with their managers in person within the first 90 days were more likely to seek feedback, feel included and trusted by their team, build strong relationships with colleagues, and feel supported when discussing tough issues with their manager.”

“Happy employees drive economic return. So this fits right into the talent optimization wheelhouse. Take care of your people, be intentional about it, listen to them, and you should have a pretty good result.”

Connect with Jenny

LinkedIn: https://www.linkedin.com/in/jennifermoebius

Get Your Hybrid Work Score: http://www.skedda.com/grader

Heroes of Hybrid Work (podcast): https://www.skedda.com/heroes-of-hybrid-work-podcast