Tony Shearwood’s Post

Equal performance with shorter working hours - How is that supposed to be possible (without getting sick)? 🤔 The answer lies in a dynamic interplay of three key factors: 1. Work redesign 🔄: We need to optimize and develop our work culture and processes. It's about eliminating outdated practices and shifting the focus from pure working time to the value actually created. 2. Healthier employees🏃 ♀️🏃: This is done both by being involved in the change process and a healthy corporate culture, but first and foremost by giving them more time to recover. 3. Reduce expenses and costs💸: Effective recruiting and employee retention are the top priorities on boards of directors this year, and for good reason. Lengthy hiring processes and high turnover are expensive. At the heart of this model is the synergy of these factors – they reinforce each other. Let's consider three examples: - Optimization of culture and processes happens constantly. It is only when employees are healthier that the creativity arises that allows significant progress. 🚀 - Healthier employees not only suffer fewer sick days, but also reduce the associated costs. In Switzerland alone, back pain causes indirect costs of between CHF 2.5 billion and CHF 5 billion due to production losses – and that's just the cost of one type of disease. 🇨🇭💰 - Improved working conditions also increase the well-being of employees. 😊 This is also the reason why work redesign without the reduced working hours does not have the same effect or why working time reduction without work redesign also does not allow for an 8h reduction. What other factors do you see that are intensified by a 4-day week? #BusinessEfficiency #EmployeeHealth #CostReduction #4tagewoche #Systemtheorie

Have a look at this article about how we at Ageru Consulting believe a rethink of our approach to work is required in order to face modern challenges. This text originally appeared on t3n.

I am happy to share with you that our study on transformational leadership in hybrid work environments hast just been published. The study demonstrates that the positive impact of transformational leadership on employee well-being depends heavily on reliable digital technology. ICT hassles impede communication processes and thus undermine leadership's positive impact. Our research supports and extends current findings on leadership in remote work settings and the associated risks.   Tautz, D., Felfe, J., Klebe, L. and Krick, A. (2024), "Transformational leadership and well-being when working from home – the role of ICT demands", Journal of Managerial Psychology, Vol. ahead-of-print No. ahead-of-print. https://lnkd.in/eaqGqNw8

Going back to the office or staying remote? There's no need to choose – #hybridwork offers the best of both worlds! We’ve just released the Hybrid Work Report, featuring insights from HR and IT leaders across Switzerland and Germany. It dives into how companies can create a sustainable and successful hybrid work model. Plus, we’ve included a free checklist to help guide the way. Check it out!

.....All ihr toxischenen bossenden Fuehrungskraefte................. A healthy relationship with work can improve employee well-being, fewer German office workers are seeing the benefits of collaboration and social interaction when returning to the office: Mental: More than half (57 percent) of these workers struggle with their self-esteem and mental health – reporting low self-esteem and feeling like a failure. Emotional: Of course, these problems also impact other aspects of their lives: 46 percent say their personal relationships with friends and family are suffering, and more than half (61 percent) are too exhausted to attend to their personal tasks. Physical: Mental and emotional health can complicate physical well-being. 62 percent of employees have difficulty eating healthily, exercising and getting enough sleep. Recognize the drivers of a healthy relationship with work According to the study, employees' expectations of work have changed significantly, especially in the last... years, as 52 percent of those surveyed in this country stated. Half say their expectations for the way they are treated at work and in the workplace have also increased. “German office workers lag behind the global average in terms of various factors. They have more problems with their relationship with work. Fewer German office workers are seeing the benefits of collaboration and social interaction when returning to the office,” said Adrian Müller, Vice President & Managing Director HP Germany, Austria, Switzerland. “Furthermore, their productivity, social life and collaboration with their team have not improved in the last two to three years. There is an urgent need for companies to change their leadership style and care more about their employees – on different levels.” The study examines more than 50 aspects of society's relationship with work, including what role work plays in their lives, their skills, abilities, tools and work environments, and their expectations of leadership. Other factors include the impact of work on employee well-being, productivity, engagement and culture. .... The survey shows that only 21 percent of office workers in Germany currently have a healthy relationship with work. Unhealthy relationships at work affect employees' mental, emotional and physical health. Work ethic and commitment: German office workers are less productive (43 percent), less committed (53 percent) and less connected to their company (31 percent). Commitment: Even if employees perceive their relationship with work as neutral, more than 62 percent are considering leaving the company. If they are not at all satisfied, that number rises to 81 percent.

Interesting (quantitative) study on the topic of hybrid work. In an A/B test, trip.com randomly divided 1600 employees into different working groups: one group working 5 days in the office, the other one working 3 days in the office with 2 days working from home. The company then held extensive performance reviews every 6 months and measured, among other things, employee productivity and satisfaction. The result after 2 years: No differences in productivity, ratings or promotions between the groups. BUT: Hybrid working led to more satisfaction and 35% fewer resignations (and in result among others significant cost savings in re-hiring), especially among women! Thanks Christopher (Seatti) for surfacing this Harvard Business Review article. #hybridwork

He's damn right!!! But the old-established companies living in the past can carry on doing everything as before - it's always been done that way, hasn't it? So it must be the perfect way 😄 #modernslavery Translated post: Forcing employees to be in the office on time every morning is completely outdated. The rigid nine-to-five model is simply outdated. Instead, employees should be as flexible as possible and work from wherever they want - if possible. This is the only way to achieve good results, innovative ideas and creative solutions. The only thing that counts? Clearly: further training and good technical equipment. 💻📱 Therefore, a good laptop, a powerful smartphone, a stable internet connection, and a cloud system are a must. And with noise-canceling headphones, you can stay focused even in noisy environments. The fact is: if the conditions are right, it works from anywhere. And this not only makes work more efficient but also much, much more enjoyable. What do you think? Are rigid office hours and attendance really still in keeping with the times, or should employees be able to organize their work flexibly?

ERGONOMIC SOLUTIONS are very important for us. In this case, workers can adjust the loading and unloading higth by themselves on the control panel.

New Work Concept: -Autonomy -Flexibility -Meangfulness -Support of individual creativity Cetralised around people, place and technology Requires cooperation, some new competencies, hybrid culture and adapted processes. In addition creates and support new channels/forms of communication