The working-from-home era has already taught organizations some valuable lessons

The WFH workforce  ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌  ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌  ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌  ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌  ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌  ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌  ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌  ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌  ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌  ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌  ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌  ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ 

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Hybrid happenings The news • Making hybrid equitable. Workers who have traditionally been marginalized in the workplace—including women and people of color—tend to prefer hybrid or remote work models, according to recent surveys. Although offering a flexible workplace arrangement may help retain employees, company leaders are concerned about making sure offsite workers have the same opportunities to advance. Many companies are experimenting with how to make working from any location more equitable, including letting teams decide when to be in the office. [WSJ] • Feeling productive. A recent study of US workers suggests that higher levels of working from home could raise productivity by nearly 5%. Hybrid and other flexible working models are projected to have lasting effects on both workers and economies, such as decreased spending in American cities, which could hurt businesses. However, working flexibly could also enable a wider group of people to participate in the workforce. [Bloomberg] Given the disruptions to so many business models, organizations are grappling with how to make hybrid teams function better, which new skills are needed, and what the workforce of the future will look like more broadly. Our insights • Why it matters. As companies emerge from the COVID-19 pandemic, they are realizing that talent management has become more urgent. Responding in real time to changing and uncertain conditions and exhibiting flexibility can help. According to McKinsey research, companies that rapidly allocate talent to opportunities have more than twice the likelihood of strong performance, and they also deliver better results per dollar spent. • Dynamic planning. Some forward-looking organizations are choosing flow-to-work operating models, which match scarce skills to high-priority work, improve people development, and increase business responsiveness. While the approach isn’t new, the pandemic has demonstrated its value. See our article to learn more about the benefits of allocating talent more dynamically. — Edited by Andrew Simon    Start flowing Was this forwarded to you? Sign up here. Or send us feedback — we’d love to hear from you. Follow our thinking This email contains information about McKinsey’s research, insights, services, or events. By opening our emails or clicking on links, you agree to our use of cookies and web tracking technology. For more information on how we use and protect your information, please review our privacy policy. You received this email because you subscribed to the On Point newsletter. Manage subscriptions | Unsubscribe Copyright © 2021 | McKinsey & Company, 3 World Trade Center, 175 Greenwich Street, New York, NY 10007