In the age of hybrid work solutions, it’s totally normal to grab a venti frap with oat milk, of course, add chocolate sprinkles, and extra whipped cream from your favorite local coffee shop, find a quiet spot in the back, connect to that sweet, sweet free Wi-Fi and push forward into the day’s work.

But the problem with the above scenario isn’t topped with whipped cream (unless you’re lactose-intolerant). The problem is connecting to free public Wi-Fi.

CSO has two major pieces of advice concerning joining public Wi-Fi networks- don't and don’t. We’ll skip all the industry jargon about why WPA2 isn't incredibly secure, and jump right to the secure alternative- personal hotspot. Modern-day smartphones are capable of creating private networks in just a few clicks that are much more secure than that decaffeinated public Wi-Fi.

For Android

Navigate to Settings > Connections > Mobile Hotspot and Tethering and turn the Mobile Hotspot to ON.

For Apple

Navigate to Settings > Cellular > Personal Hotspot and turn the slider to ON

In both scenarios, make sure your password is stronger than "12345678" because as ironclad as you think that is, it's actually the fifth most common password in the world.

Traditionally on-sight jobs are transitioning to hybrid and fully remote positions across the globe. The hybrid world is here to stay, and we’ve all got to do our part to adapt. Below are three articles to help explain what we can do, both employers and employees, to make the best of this new work environment.

Employers are eager to return to more significant in-person office presence – but employees aren’t. This article from McKinsey & Company explains that the problems run deeper than most employers are willing to admit which may soon lead to a reckoning for those unwilling to adapt.

Key Takeaways:

1. Leaders would be wise to focus on deeper listening and meeting their workforces where they are today.
2. Team leaders must also follow through with sharing, listening, and hearing the needs of their team members. Without true partnership at that level, top leaders’ talk about partnering with employees is just that—talk.

With all the focus on where and when things are happening, employers have lost sight of connecting with their most important asset- their team and their team’s needs. An inclusive workplace allows every member of that group to thrive, adding their voice to the many shaping your business.

Key Takeaways:

1. Everyone was told they must connect to a video chat meeting, but few were trained how to act and interact with it.
2. Introverts now have the opportunity to make themselves “heard” through gestures or chat

Countless studies have shown that success in a hybrid work environment can’t be equated to productivity alone. HBR challenges the traditional definition of productivity to instead focus on their team’s well-being, social connections, and collaboration, plus the innovation those team members bring to the table. 

Key Takeaways: 

1. Hybrid Paradox (n) – The idea that, while people miss many things about working from an office, the idea of losing the flexibility of remote work is equally as scary.
2. Managers need to create a new definition of productivity that considers the hybrid paradox — one that not only factors in how much people get done, but how they actually work when the boundary between work and home no longer exists. 
3. When in the office, prioritize relationships and collaborative work like brainstorming around a whiteboard. When working from home, encourage people to design their days to include other priorities such as family, fitness, or hobbies. 

As the dust continues to settle from the global pandemic, there seem to be a few paradigm shifts emerging from the chaos. One of these shifts can be seen in the way the modern workforce operates in the world. Today, a quarter of all Americans are working from home, and all projections suggest that number is likely to remain fairly steady over the next half-decade.

This dramatic change from fully on-sight operations to a hybrid work environment (and even fully remote companies) can be seen across all industries and in all areas. While some employees and employers sing its praises from the mountaintop, others aren’t so sure it’s working.

In many cases, teams will be required to remain apart at least for the foreseeable future, so it’s now or never to keep those employees spread far and wide engaged and productive.

There are five surefire ways to decrease friction and help make your remote employees feel more engaged:

1. Recruit the right people
2. Work in teams together
3. Solve disagreements
4. Build a positive remote culture
5. Invest in a workplace that promotes hybrid connectivity

To learn more about these five practices and how they can make a major positive impact on your team, read our most recent blog.

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