It’s clear that employees desire the flexibility that hybrid work offers, but many leaders remain unconvinced it’s the best thing for their organization.

But what if a hybrid work model could actually boost your bottom line, saving money and growing revenue?

We’ve created a framework for decision-making around work arrangements that brings nuance back to what has increasingly become a black-and-white conversation.

Hybrid work is here to stay. That’s why an important part of reimagining how we work–so that organizations can succeed in our uncertain economic environment while also restoring humanity to our workplaces–is figuring out how to do hybrid the right way.

Burnout is a universal challenge, but for women leaders, it’s multi-dimensional. Addressing the root cause is the only sustainable fix.

As organizations across industries transition back to the office, many are asking whether the way they had been working before the pandemic will keep working in a post-Covid world.

Is the future of work a hybrid model, where some team members return to the office full time, others stay fully remote, and some strike a balance between the two?

The answer, we believe, is yes–while some industries and employers will require all staff to return to the office five days a week, many knowledge-based organizations will find they are able to retain their best talent by offering a mix of work environments, resulting in what is quickly becoming known as a “hybrid model.”

As organizations face the new reality of a hybrid work environment, they’re asking: “How do we make this work?”

Over the past four years of sharing how to work well and live well on this blog, we’ve mostly tried to keep our content succinct, actionable, and applicable to organizations of all kinds. While we share examples from our own work experience, we typically don’t get too personal.

But as we kick off 2021–with all the hopes we have for the end of the pandemic and an increase in civil discourse–we’re tired. We’re overwhelmed. We’re reeling from current events. We’re running on empty and often feel like we’re bathing in the stress of working and raising families in the midst of a pandemic.

Any chance you are, too?

When we started a new tradition of writing a “year in review” last year, we couldn’t know what a wild ride 2020 would be. The pandemic left no best-laid plan unchallenged, personally and professionally, but reflecting on the MatchPace journey this year has been a great exercise in both growth and gratitude.

We set some ambitious goals at the end of 2019, some of which we achieved and others we didn’t. Here are some of our 2020 highlights.

As 2020, the year of the pandemic, draws to a close, organizations around the world are waking up to the fact that the way we work has changed–permanently.

Organizations of all kinds, from large corporations like Facebook to local governments and nonprofits, are shifting to remote work indefinitely. That’s freeing people up to move to more cost-effective places or closer to family for support. And even those organizations that are planning on returning to the office know they have to be cautious, often rotating in-person days to limit interaction between employees, at least until a vaccine is widely available.

It’s a new world out there, and it’s time to shift the way we work to meet it.

There is no one right path forward in terms of remote vs. in-person. But regardless of how an organization chooses to position its team geographically post-Covid, one thing is true: organizations that want to succeed in this new world need to shift to outcome-focused work.

Have you heard of “Zoom fatigue”?

Seven months into a global pandemic that initially shut down most of the world and has left many major industries working from home for the foreseeable future, organizations big and small have turned to video conferencing technologies to keep their employees connected.

But many of these newly remote workers found themselves tired, unable to focus for even short periods of time, and ending the day with headaches. Enter: Zoom fatigue.