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From Day One.

Opinion


IF THE BOSS WANTS YOU BACK IN THE OFFICE FIVE DAYS A WEEK, THEY SHOULD THINK
TWICE

In its heyday as the proto–Silicon Valley tech company, Hewlett-Packard
innovated by what became known as the “next bench” syndrome. H-P was a company
founded by engineers (Bill and Dave) for engineers and new products happened
when one engineer asked a fellow practitioner sitting nearby if there might be
something else the company could make that could be useful to him.While this
ask-your-office buddy ideation might seem quaint—after all, innovation can and
does come from anywhere—corporate America is now demanding a return of sorts to
the days of white shirts and pocket protectors. After a long, pandemic-induced
experiment with remote and then hybrid work, the people in the C-Suites are
apparently lonely.More and more of them want your butt back in the office five
days a week, and they are going to get their way, leaving some very unhappy
employees to stew about it. According to a recent poll by KPMG, 79% of CEOs see
all the professionals back at their office posts in the next three years–that’s
up from 34% last year. This will be distressing news to people who moved away
from corporate cities like Seattle to places such as Omaha, which tried to
position itself as a low-cost haven for remote employees. At least companies are
providing some perks for your five-day-a week return: unlimited amounts of hand
sanitizer, for instance, and cleaning wipes. Maybe some more free food.Amazon
CEO Andy Jassy is among the latest to announce that sitting in front of your
laptop at home with your dog and your three year old no longer qualifies as
getting it done. Some Amazon employees voiced outrage, even threatening to
quit. “Go right ahead,” seems to be the response from HQ in what some have
labeled a layoff by another name. Long before that, JPMorgan Chase CEO Jamie
Dimon decreed that bankers and traders, who tend to operate in packs anyway, had
to decamp from their Manhattan apartments and Manhasset manses to reoccupy the
company’s pricey office buildings, especially its new HQ. Dimon’s argument is
basically, “I’m not spending $100 a square foot to look at empty desks.” Nor
does he believe that managers can lead effectively from home.Other financial
industry bosses apparently concur. In Manhattan, where I work, office “busyness”
rates reached 73.4% in August, a figure that compares occupancy to pre-pandemic
levels of 2019. Nationwide, the rate is 60.4%, according to Avison Young, a
real-estate advisory firm.What the Research ShowsFrom a productivity viewpoint,
there doesn’t seem to be a compelling reason to mandate a return to the office,
at least not based on academic research. The data, for the most part, points the
other way. In the largest study yet of working-from-home professionals, Stanford
economist Nicholas Bloom found that employees who work from home two days a week
are “just as productive, likely to get promoted, and far less prone to quit.”
According to the job-finding site FlexJobs, employees who work at home at least
part-time can save up to $6,000 annually on commuting and other costs—a
back-door raise they are loath to give up.True, Bloom’s study was limited to an
experiment on 1,600 employees at Trip.com, a Chinese travel agency. And an
earlier study, of which Bloom was a co-author, determined that fully remote
employees were 10% less productive than their office-dwelling counterparts. 
Meanwhile, yet another study from the University of Essex in England notes that,
while remote workers there put in more hours–including 18% more after normal
business hours—their average output didn’t change much. “Therefore,” the study
concluded “productivity fell by about 20%.”What Most Workers WantAny survey of
employees, however, will deliver the consensus that, while they enjoy being with
their colleagues, they love a workplace that can be molded to their needs.
Parents with kids need the hybrid flexibility, and Gen Z kids may need the
socialization of the office. They both want a little of both.The kind of CEOs
who get driven to work and have large private offices don’t necessarily see it
that way. Nor do they seem particularly interested in the workplace data that
supports the benefits of hybrid work. They’re focused on another data set:
current economic data, which is now turning in management’s favor. That data
shows that layoffs are up, quits are down, and the unemployment rate is ticking
up, if ever so slightly. (Recent hurricanes will boost unemployment,
temporarily.) The pending election might also be causing people to lower their
appetite for risk and stay put.There could be more than executive ego at work
here, too. If you’re the big boss, you want to be able to see and hear, in
person, all the people you are bossing, even if you recede to your office
sanctuary for most of the day.Which means that job holders and job seekers are
no longer calling the shots the way they did in the roll-your-own days of the
pandemic.  In my shop, our CEO just upped the ante to three days a week in the
office from two, citing the need for enhanced collaboration to tackle these
particularly perilous times in the publishing industry. I get that need for
collaborating on site, having worked as a print magazine editor for a couple of
decades. But surrendering the now comfy confines of my home office for an
additional day at the office feels like a loss.And for the germaphobically
inclined, it’s not as though the pandemic is in the past; companies have just
chosen to treat it that way.  When I pointed out to a colleague that Covid-19
cases are rising rapidly nationwide, the response was on the order of: Yeah, but
the latest wave isn’t as severe as past versions and there are now vaccines and
remedies such as Paxlovid. In other words, suck it up, cowboy.The 13 million
Americans employed in manufacturing might find all this contretemps about office
work a bit amusing. It might be possible to say, build a transmission in your
living room, but the machining noise tends to be loud. Likewise for the people
working in service industries from restaurants to retail to healthcare. Sure,
you can consult with a teledoc, but that’s not going to help you when you need
to be pried out of your wrecked car by firefighters and  EMTs. You want a first
responder, not a chatbot. Nor will your garbage be picking itself up anytime
soon.The Upsides of the OfficePart of me sides with the bosses. What the
productivity studies can’t measure is that a significant benefit of going to the
office is being at the office. Being social. Being part of a company’s culture,
which is a living breathing thing, as opposed to being merely part of its labor
pool. Sharing not just the work but the human interaction that attaches. Going
to lunch with office friends. And yes, the water cooler gossip, even if water
coolers have been displaced by kombucha or cold-brew coffee dispensers. Need we
mention, too, that office romances can hardly be undertaken sans office?(One
thing that isn’t coming back to the office is any semblance of a dress code.
Want to show up for that meeting in shorts, a T-shirt and Crocs? Go right ahead,
and I’ll try to take you seriously.)As for the office work itself, we’ve all
experienced those moments when a bunch of people thrown together suddenly
connect on a breakthrough idea or solve a vexing operational problem. Indeed,
the power of in-person collaboration has been likened to having a free electron
floating around the room, just waiting to give the particle of a fabulous idea
the positive charge that gives it energy. That spark could come from a sideways
glance, a brief, post-meeting chat, or simply by running into a colleague in the
elevator or parking lot.There’s also a reason why companies brag about being a
great place to work. Yes, you can be employed remotely, but that’s not remotely
the same experience.Why We Need to Find a Creative SolutionThis current faceoff
leaves office managers and HR in a bit of a quandary when top management demands
to see butts in seats. Perhaps looking at the question from an either/or
perspective is the wrong way to do it. What the studies on office vs. remote
work can’t control for is an individual’s performance. A high-performing
employee is likely to be high performing whether they are working from home, at
the office or at the beach. The most successful employers will figure out the
geography that suits them best.Some companies, such as the HR platform Workday,
have tried to appease bosses and workers with a sort of hybrid-hybrid. The
company’s “work from anywhere” approach allows workers to spend 30 calendar days
in a 12-month period working from just about anywhere. They may be on to
something. Think about benefits. In most firms, there’s a benefits “menu” that
allows employees to select from, say, several health insurers and within those
insurers a variety of plans.Maybe we need to offer menu options with remote and
hybrid work–a variety of packages to people in different life stages. The parent
package could offer maximum flexibility in return for extended work hours. Take
your kid to soccer, but give us those two hours back when we need them. The Gen
Z package could include an exercise program near the office or lunch at
Chipotle; the older workers package could include a more private workspace or a
wellness program. Or something called chronowork, based on a person’s’ own body
rhythms, which suits someone like me, attuned to working vampire hours. Running
through all of them is the option to demand that all of the people show up at
the office some of the time—on demand, even.People worked in offices for
centuries because a central location was the best way to organize and run a
business. The advent of computer networks altered that universe, making a
central location less relevant; the pandemic then completely severed the
historic relationship between work and geography. Some CEOs are now trying to
redraw the management map to match the 1985 version. It’s sort of like going
back to fax machines. Yes, they still function, but new technology has rendered
them obsolete.  The hybrid model, which is inclusive of the vast variety of
people and work styles today, is the new tech of business organization. It’s
work that can work for everyone.Bill Saporito is an editor at large at Inc.
magazine whose work has also appeared in the New York Times and Washington Post.
Previously, he worked as an assistant managing editor at Time magazine and as a
senior editor at Fortune. He has written for From Day One on the power gap among
labor unions, the myth of the “woke” corporation, and the perils of getting
technology and people misaligned.(Photo by Sam Edwards/iStock by Getty Images)

BY Bill Saporito | October 23, 2024


STAY CONNECTED

The From Day One Newsletter is a monthly roundup of articles, features, and
editorials on innovative ways for companies to forge stronger relationships with
their employees, customers, and communities.


Sponsor Spotlight
By Katie Chambers | October 22, 2024


UNDERSTANDING PERIMENOPAUSE: KEY SYMPTOMS, TREATMENTS, AND WORKPLACE SOLUTIONS

Most of us, regardless of gender, have heard whispers about “the change.” It’s
the time of life when a woman’s reproductive years end, her ovaries stop
releasing eggs, and she can no longer get pregnant. For many years it was a
taboo topic, even though it impacts 51% of the population. Despite being both
natural and inevitable, it was considered shameful. Fortunately, there are new
pathways for conversation about menopause, its effects on women, and possible
methods to alleviate symptoms.However, part of the reproductive cycle remains
somewhat of an enigma to many people today: perimenopause. This transitional
phase that precedes menopause usually begins in a woman’s 40s, but can start
even earlier. The fluctuating hormone levels of perimenopause can cause a
variety of symptoms including irregular periods, which can be particularly
daunting to women who are trying to conceive. The perimenopause stage can last
several years before a woman reaches menopause, which is defined by the 12
consecutive months without a period.Medical experts like Dr. Leslie Saltzman,
chief medical officer at Ovia Health, are working to remove the mystery around
perimenopause to ensure more women are informed, prepared, and supported during
this transitional phase. “While this is a natural and normal process, some of
the symptoms can be disruptive or uncomfortable,” Dr. Saltzman said in a recent
interview. On the employer side, engaging with a vendor like Ovia Health can
help leaders provide crucial access to information and services for those who
need it.Identifying the Symptoms of PerimenopauseBecause there is little
conversation about perimenopause, many women are blindsided by its arrival. It
begins as a woman’s reproductive stage starts to conclude but before it fully
comes to a close. Women can still get pregnant during perimenopause, though it
can be more challenging, as estrogen and progesterone begin to fluctuate wildly
and periods, and therefore ovulation, may become irregular. “What used to be a
predictable, EKG-like ebb and flow becomes chaotic,” Dr. Mary Claire Haver, an
OB-GYN who specializes in menopause care recently told TIME.A recent study
suggested a genetic component to the onset and symptoms of reproductive aging,
so women may want to consult female relatives for insight and guidance. A study
by the University of Michigan also suggested race may be a factor, with Black
women tending to experience the shift earlier and with more severe
symptoms.Unfortunately, there is no single test for perimenopause, so doctors
will usually do blood work to rule out other causes like autoimmune disease or
thyroid issues, then arrive at perimenopause by process of elimination. While
the transitional phase can appear differently in each person, there are a few
key symptoms to look out for:Irregular periods – Previously regular cycles may
start to vary by as many as seven days, making it harder to get pregnant.
Periods may be shorter or longer and flow can be lighter or heavier. Hot flashes
– While strongly associated with menopause, about 75% of women experience night
sweats and hot flashes during perimenopause too.Vaginal dryness – Sex may become
painful due to changing hormone levels. Joint pain – Recent research found that
more than 70% of perimenopausal women experienced joint pain, and of those, 25%
of them found it debilitating . Weight gain – Unexplained belly fat may be the
result of lower levels of estrogen, which causes body fat in the midsection,
rather than in the hips or thighs.Mood changes – PMS symptoms can become
extreme. Those who experienced postpartum depression may be at greater risk for
anxiety and depression during this period as well.  Warped sense of identity –
For many women, due to societal pressures their sense of self is linked to their
reproductive ability or simply their youth. The onset of perimenopause may bring
on a grieving process for some. Smaller changes like itchy skin, dry mouth,
itchy ears, leaky bladder, frozen shoulder, and breast tenderness have also been
reported, proving how perimenopause can show up in a wide variety of ways. Brain
fog – Recall of names and words may become trickier, due either to hormonal
changes or the fatigue caused by hot flashes, which disrupt the sleep
cycle.Brain fog shows why a holistic approach to treating perimenopause is key.
“We know that estrogen withdrawal can clearly have a cognitive impact,” Dr.
Mindy Goldman, chief clinical officer at Midi Health, told TIME. “There’s data
that says when you’re tired, you don’t exercise as much, and you don’t make
healthy food choices,” she said, which can affect cognitive health. “It’s all
tied together.”Treating PerimenopauseDr. Leslie Saltzman is the chief medical
officer at Ovia Health (company photo)Treatment options for perimenopause vary
from person to person, just as the symptoms do, though there are some mainstays.
“Treatment is typically aimed at managing symptoms,” Dr. Saltzman said. “Hormone
therapy can help relieve the symptoms of perimenopause and menopause. Hormone
therapy can be given in different formats including pills, patches, creams, and
vaginal inserts. Antidepressants can help with night sweats, mood swings, and
emotional issues. It’s best to speak with your provider and track your symptoms
carefully to figure out the best management plan.”Dr. Saltzman says that
cholesterol changes that occur as a result of the menopausal transition are
linked to a higher risk of cardiovascular disease, which is the leading cause of
death for women in the United States. For women who are looking to get pregnant
and have started to notice perimenopausal symptoms, Dr. Saltzman suggests
consulting with a reproductive endocrinologist about options.Employer Healthcare
SolutionsProviding support for perimenopausal women is an investment in your
workforce. “Women constitute about half of the workforce, and many are grappling
with health conditions like perimenopause and menopause,” Saltzman said. “A
recent study found that three out of five women have faced challenging symptoms
while at work, with one in three actively hiding these symptoms from colleagues
and managers. Additionally, another study revealed that nearly 20% of those
experiencing menopause in the U.S. have either quit or considered leaving their
jobs due to their symptoms.”Employers can explore a variety of digital options
to supplement their standard healthcare plan with additional support geared
toward women’s health. One of these is Ovia Health. “We offer a perimenopause
program within the Ovia app. Members can choose ‘Menopause preparation’ from the
available programs listed under the Health tab. This provides them with access
to relevant perimenopause articles and educational resources. They can use this
information as a guide when tracking their health and monitoring day-to-day
symptoms. Additionally, they can connect with a member of our Care Team, to
assist in managing symptoms and finding the appropriate care and treatments,”
Dr. Saltzman said.Ovia also offers an even more expanded resource for women when
they hit menopause, which includes tracking medications, mental health, and
recognizing risk factors and patterns.  “With a personalized, proactive
approach, we want to help members understand their bodies and find relief across
all life stages.” Offering these types of benefits can lead to a happier,
healthier, and more productive workforce. In turn, this can help control medical
costs, boost overall satisfaction, and improve productivity,” Dr. Saltzman
said.Reframing the ConversationBy being open and flexible with healthcare
solutions, employers can help reframe the conversation around perimenopause and
start to eliminate some of the stigma. “Data shows that the long-standing
silence around women’s health has had serious consequences. Many individuals
have been forced to manage overwhelming stress due to shame or fear of
discrimination, with some even leaving their jobs when the burden became too
great,” Dr. Saltzman said. “However, organizations have the opportunity to
create a significant positive change – normalize conversations about menopause,
provide accessible education so people understand what to expect and how to seek
treatment, and build workplaces that support individuals through these major
life transitions.”Editor’s note: From Day One thanks our partner, Ovia Health,
for supporting this sponsor spotlight.Katie Chambers is a freelance writer and
award-winning communications executive with a lifelong commitment to supporting
artists and advocating for inclusion. Her work has been seen in HuffPost and
several printed essay collections, among others, and she has appeared on Cheddar
News, iWomanTV, On New Jersey, and CBS New York.

Sponsor Spotlight
By Matthew Koehler | October 21, 2024


BUILDING CULTURES OF CONNECTION

Company culture plays a major role in key outcomes of any organization. It is
part of a central nervous system that plays an important role in the health of a
company. A healthy company culture fosters coordination, teamwork, engagement,
and resilience.Theodore M. and Catherine C. Alfred Professor in Management, and
Associate Professor of Organizational Behavior at Case Western Reserve
University, John Paul (J.P.) Stephens studies company culture. More
specifically, he studies work relationships and coordination in groups. During a
thought leadership spotlight at From Day One’s September virtual conference,
Stephens shared several key areas of his research to equip organizations with
the tools to build cultures of high quality connection.The Value of High Quality
ConnectionsStephens cites Jane Dutton and Emily Heaphy, two researchers who
developed the concept of high quality connections “during the early days of the
field of positive organizational scholarship.” In a paper from the early 2000s,
Dutton and Heaphy describe high quality connections in the workplace as ones
that “compose the fabric of daily life.” More specifically, “a connection is the
dynamic, living tissue that exists between two people when there is some contact
between them involving mutual awareness and social interaction.” They add that
this connection means “the individuals have affected each other in some
way.”“This concept is rooted in the idea that human development and growth
occurs within connections with each other. Rather than in terms of developing
independence or coming apart,” added Stephens. And while high quality
connections are built over time, Stephens says they could manifest simply
talking to a stranger where there’s “mutual experience in the moment of being
seen, of feeling cared for, and physically and emotionally enlivened.”High
quality connections were originally conceptualized as having three sets of
markers: the physical experience (also includes what happens in our brains and
vascular systems), the subjective experience, and structural features of a
connection, says Stephens. “I often think of these structural features kind of
like the characteristics of a blood vessel. So, is that blood vessel healthy?
Are resources flowing back and forth? Is it flexible?”In his research, Stephens
focuses on the structural features that deal with connection health, or
emotional carrying capacity. To frame this feature, Stephens asks three
questions: How much overall emotion can we express with each other? Can we
express both positive and negative emotions? And, how much do we express those
emotions constructively?“It can't just be that I feel free to express a broad
range of emotions, but my connection partner also has to feel like that. They
get to express freely and constructively what’s going on in their heads and in
their hearts,” Stephens said.High quality connections go beyond simply feeling
good in the company of your coworkers, though. In a study Stephens conducted on
emotional carrying capacity, or the ability to express emotion in a constructive
way, he found positive performance metrics followed in the wake of high quality
connections. “From staff to top management, being enmeshed in a set of high
quality connections, where you could share positive and negative emotions in a
constructive way, seemed to predict resilience – a sense of being able to bounce
back from adversity.”In another study with product development teams, he found
teams that were able to constructively express negative emotions could “better
access crucial knowledge and then integrate that knowledge in ways that
enhance[d] both the project outcomes, in terms of performance, and budget
adherence.”Promoting Relational Significance“I do think that leader role
modeling of constructive emotional expression is really important. [But] Leaders
matter, both for good and for bad,” Stephens said.Stephens praised Pixar for its
community-driven approach, where trust, respect, and strong relationships are
key. He said Pixar's leadership cultivates an environment where employees feel
valued and part of a talented, collaborative team. “The sense is that it's a
community, right? They think that lasting relationships matter. They share some
basic beliefs. They want to get talented people to work together and engender
trust and respect,” he said.Moving on from big tech, Stephens and his team
pointed their lens to construction sites. “Folks from different roles have to
coordinate their collective performance. So they need to continuously work on
developing a mutual sense of understanding, and that’s really hard to come by.
The [construction] industry as a whole is typified by not having a shared sense
of understanding, or poor communication.”When studying high performing sites,
Stephens looked at how different team members created a connected environment.
“One practice that I found is what I'm calling [a] cultural tool transfer. A
cultural tool could be a set of values or frames, and they're embedded in one
culture, and they can be transferred to another culture.”Stephens spoke about
cultural tools during his presentation (photo courtesy of Stephens) One of the
high-performing sites, The Cleveland Clinic, applied its patient-centered team
approach to its construction projects by encouraging hired contractors to adopt
the same mindset as the healthcare workers. They facilitated this through large
meetings, where project progress was linked directly to the goal of improving
patient care.So, how do you know you're building cultural connections? “Look at
the current practices you have in mind and use what you already have, rather
than reinvent the wheel,” he said. “Are you talking to the people that are
involved in that practice and asking them what they value from the practice?
What is it that gets in the way from them participating? What can we do to
redesign it so that it's more engaging and compelling?” he asked.Editor’s note:
From Day One thanks our partner, Case Western Reserve University, for sponsoring
this thought leadership spotlight.Matthew Koehler is a freelance journalist and
licensed real estate agent based in Washington, DC. His work has appeared in
Greater Greater Washington, The Washington Post, The Southwester, and Walking
Cinema, among others.

FEATURED SPEAKER


ELIZABETH WIXTED SCOTT

Global Head of Talent Management & DEI, CSL Behring


LIVE 2024: MIAMI

November 19, 2024
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WHAT OUR ATTENDEES ARE SAYING

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“The panels were phenomenal. The breakout sessions were incredibly insightful. I
got the opportunity to speak with countless HR leaders who are dedicated to
improving people’s lives. I walked away feeling excited about my own future in
the business world, knowing that many of today’s people leaders are striving for
a more diverse, engaged, and inclusive workforce.”

– Jordan Baker, Emplify

“Thank you, From Day One, for such an important conversation on diversity and
inclusion, employee engagement and social impact.”

– Desiree Booker, ColorVizion Lab

“Timely and much needed convo about the importance of removing the stigma and
providing accessible mental health resources for all employees.”

– Kim Vu, Remitly

“Great discussion about leadership, accountability, transparency and equity.
Thanks for having me, From Day One.”

– Florangela Davila, KNKX 88.5 FM

“De-stigmatizing mental health illnesses, engaging stakeholders, arriving at
mutually defined definitions for equity, and preventing burnout—these are
important topics that I’m delighted are being discussed at the From Day One
conference.”

– Cory Hewett, Gimme Vending Inc.

“Thank you for bringing speakers and influencers into one space so we can all
continue our work scaling up the impact we make in our organizations and in the
world!”

– Trisha Stezzi, Significance LLC

“From Day One provided a full day of phenomenal learning opportunities and best
practices in creating & nurturing corporate values while building purposeful
relationships with employees, clients, & communities.”

– Vivian Greentree, Fiserv

“We always enjoy and are impressed by your events, and this was no exception.”

– Chip Maxwell, Emplify

“We really enjoyed the event yesterday— such an engaged group of attendees and
the content was excellent. I'm feeling great about our decision to partner with
FD1 this year.”

– Katy Romero, One Medical

“The From Day One Conference in Seattle was filled with people who want to make
a positive impact in their company, and build an inclusive culture around
diversity and inclusion. Thank you to all the panelists and speakers for sharing
their expertise and insights. I'm looking forward to next year's event!”

– Kayleen Perkins, Seattle Children's

“I had the pleasure of attending From Day One. My favorite session, Getting Bias
Out of Our Systems, was such a powerful conversation between local thought
leaders.”

– Michaela Ayers, Nourish Events

“Inspiring speakers and powerful conversations. Loved meeting so many talented
people driving change in their organizations. Thank you From Day One! I look
forward to next year’s event!”

– Sarah J. Rodehorst, ePerkz

“I had the distinct pleasure of attending From Day One Seattle. The Getting Bias
Out of Our Systems discussion was inspirational and eye-opening.”

– Angela Prater, Confluence Health

“From Day One did an amazing job of providing an exceptional experience for both
the attendees and vendors. I mean, we had whale sharks and giant manta rays
gracefully swimming by on the other side of the hall from our booth!”

– Joel Stupka, SkillCycle

“Last week I had the honor of moderating a panel on healthy work environments at
the From Day One conference in Atlanta. I was so inspired by what these experts
had to say about the timely and important topics of mental health in the
workplace and the value of nurturing a culture of psychological safety.”

– Alexis Hauk, Emory University
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UPCOMING CONFERENCES

 * Live 2024: Brooklyn
 * Live 2024: Miami
 * November Virtual: Finding and Deploying HR Tech That Will Empower Workers
 * December Virtual: Pioneering Approaches to the Future of Work
 * Live 2025: Chicago Half-Day Benefits Conference


RECENT LIVE CONFERENCES

 * June: San Francisco
 * May: Manhattan
 * May: Minneapolis
 * April: Dallas

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