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14 results for “future of work”
Topic7 mentions across episodes
Future of work
...workforce is we have kinda three types of workers today. Right? We have your traditional employees. You've got your ten ninety nines, you know, here in The US, which is essentially your freelancers.
15:44 / 16:50
from transcript15:44 – 16:50
...settings. Also with a hybrid nature, so they're usually in these spaces, there's screens where you can have Zoom calls where there are people outside the office and inside the office. But the entire nature of the workplace is radically changing. This
26:13 / 27:19
from transcript26:13 – 27:19
...works best for the employee. What I fully expect is gonna happen is as companies start to demand that their employees come back to work, you're going to see a ton of turnover. And again, there's a lot of research that supports that. It could be up to
19:29 / 20:44
from transcript19:29 – 20:44
...work. This whole blend of work life, I think, is becoming a real challenge for organizations because we fire up Zoom every day. We know how people live. We know what happens in the background with kids and, you know, animals, and you have it. So we'r
14:58 / 16:16
from transcript14:58 – 16:16
...use Workspace. Could you share a little bit about how those two forces, both independently and collectively, are changing what space design looks and feels like and how you're approaching it? Sure. I think coming out of COVID, we're finding through a
24:42 / 25:47
from transcript24:42 – 25:47
...when you need to work on a creative brainstorming session, when you need to meet with a client. So face to face still has its value. It's not gone away. But people are finding that they're pretty productive when they're at home and they like that fle
18:34 / 19:49
from transcript18:34 – 19:49
...work that could just very naturally be remote. Those jobs would be filled by people who want to be remote. But the companies that are benefit from people talking to each other, and that's the vast majority of companies, they're gonna slowly go back t
29:16 / 30:27
from transcript29:16 – 30:27
...out, the equity can just go to zero. And that's a real possibility that you need to factor it when you're thinking about equity as part of the compensation offer. One of the things that we discussed before we started recording, Dan, that I thought wa
30:21 / 32:18
from transcript30:21 – 32:18
...effectively with distributed teams. I think we're likely to see people start companies in many more places. And again, that's a trend that had already started. You know, Silicon Valley doesn't have a monopoly on idea generation. And I think many more
32:11 / 33:15
from transcript32:11 – 33:15
...work both remotely as well as in person, is going to become amplified
1:05:11 / 1:06:16
from transcript1:05:11 – 1:06:16
...worked at, you know, several companies either entirely remote or heavily remote. And I think one thing for young talent that I think is super important is actually still having some sort of in person culture. And that's both the the social culture of
31:40 / 33:16
from transcript31:40 – 33:16
...that way, well, maybe you should be. I mean, there is a performative aspect to sitting in the office and looking very, very, very busy and very stressed out. Arriving early, staying late, but taking a long lunch so you look more and people play these
1:07:30 / 1:08:44
from transcript1:07:30 – 1:08:44
...working from home because you take out a commute and you maybe get a discount on salaries because you're shipping the work to a lower cost place.
41:04 / 42:16
from transcript41:04 – 42:16
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