Thrive with a Hybrid Workplace

Felice B. Ekelman, JD is a Principal of Jackson Lewis PC, where she practices employment law on behalf of companies. She currently serves as a member of the Advisory Board of the Sheridan Libraries and Museums. Felice is a well-known employment attorney and is a sought-out speaker. She has been quoted regarding workplace trends in Bloomberg News, The Wall Street Journal, Lexology, Law 360 and other business journals. Felice resides in New York City. Julie P. Kantor, PhD, is a business psychologist, executive coach, advisor, and founder of JP Kantor Consulting. As a sought-after expert in leadership, resilience, emotional intelligence and the interface between work and personal lives, Julie speaks and advises organizations ranging from small startups to global corporations. She has authored 50+ seminars which have trained thousands of employees in work-related topics. Julie is a regular contributor to Forbes on leadership and employee engagement. Julie resides in New York City.

• Introduction: The Power of “And”Section I: Planning and Policy a Hybrid Work PolicyChapter 1: Where and When Work is Performed and Who DecidesChapter 2: Codifying Standard Operating Procedures Chapter 3: Identifying the Best Approach Chapter 4: Assessing the Work ForceChapter 5: Drafting and Communicating the PolicySection II: The 7 Cs of LeadershipChapter 6: CultureChapter 7: ChangeChapter 8: ConnectionChapter 9: CommunicationChapter 10: CollaborationChapter 11: Compassion Chapter 12: CoachingSection III: Making Hybrid WorkChapter 13: Boosting ProductivityChapter 14: Becoming an Employer of Choice: Hiring, Onboarding and RetentionChapter 15: Wellness and Mental Health Section IV: Guardrails for Success in Hybrid WorkChapter 16: Advancing Environmental, Social, Governance (ESG) and DEI GoalsChapter 17: Supporting DEI and Addressing Proximity BiasChapter 18: Avoiding Pay Equity and Discrimination ClaimsChapter 19: Avoiding Compliance MisstepsAppendix: TrainingGlossary of Hybrid Terms

Authors Ekelman and Kantor address the need for leaders to consider what a hybrid workplace means for their unique organization. From deep examination of what different types of work demand for employee effectiveness and productivity to identifying criteria for exceptions and possible legal ramifications, leaders are provided with concrete guidance. For example, attention is paid to the need for physical office space and related considerations, such as whether everyone will be in the office for set days, or if days in office may vary and a smaller space is sufficient. Diving more deeply into that smaller-space example, how will employees be assured that a space is available for them whenever they are in the office? This level of guidance through the challenges of defining hybrid work will not only result in solid outcomes but can serve a model for decision making in other areas as well. A valuable resource for any organization struggling with the challenges of finding balance between employee and organizational needs, Thrive with a Hybrid Workplace will find an audience in both public-library and business-school collections