Follow an Outcomes-Based Approach for Hybrid Work
Establishing a hybrid work model is not easy — like many things in life, there are lots of ways to fall short — but the past two years have demonstrated that hybrid work can succeed.
Establishing a hybrid work model is not easy — like many things in life, there are lots of ways to fall short — but the past two years have demonstrated that hybrid work can succeed.
Ask people for their thoughts on hybrid work, and even its staunchest advocates usually offer caveats: It requires certain technology, a new management style, thoughtful culture-building and other reimaginings.
All hybrid work structures must keep certain things in mind.
For government agencies trying to build a deeper pool of IT talent, the confluence of the so-called Great Resignation with the move to hybrid work offers a new glimmer of hope.
With effective long-term software, hardware and policies in place, organizations can thrive in the hybrid-optimized future.
With the transition to hybrid work, agencies have the opportunity to do something they couldn’t do in 2020 when shifting to remote work: Take the time to plan it out.
When you engage with constituents or work with colleagues, you want to hear and be heard by them. But in the increasingly hybrid workplace, this can become more of a challenge.
There are a lot of misperceptions and myths about zero-trust security. Here are some of the biggest — and why they’re wrong.
Charged with keeping organizations sage, IT teams have focused on preventing and stopping risks. But zero trust security offers a whole new paradigm, one that recognizes the growing need for collaboration.
What would happen if you could only use your phone to do your job? Could you do it?