due to their living situation . Companies will have to rethink their relationship with employees , one less centered around a physical place and more aligned with the new work-life pattern . Experts say that some of the daily disruptions synonymous with this past year will subside as in-person activities resume . Yet the struggle of isolation will persist .
“ How do we drive a more engaged workforce ?” asks Loretta Li-Sevilla , who heads Future of Work and Collaboration at HP . “ In the office , it ’ s taken for granted that you ’ re always connected , but when you ’ re working from home , that becomes a challenge .”
Experts like Choudhury and Li-Sevilla suggest more informal video huddles , virtual water coolers , and flex days , which would allow remote workers to socialize or meet management in a more comfortable setting . Companies should consider opening up localized “ hubs ” in new growth areas , which would serve a more social , rather than utilitarian , function .
For companies , the key is creating new rules of engagement that ensure work — whether it ’ s individual or collaborative , in-person or virtual — is inclusive of everyone , no matter where they are .
“ Now , as we see this whole distributed work environment , it ’ s really tied to what ’ s most important for people and an individual ’ s needs , versus the employer and their needs ,” says Li-Sevilla .
“ There ’ s a shift going on ,” she continued . “ More power is in the hands of the people .”
I think there ’ s been enough change that we ’ ll remain in a hybrid mode .”
— Andy Rhodes , HP ’ s Global Head of Commercial PCs
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