{"id":733997,"date":"2022-03-09T15:16:17","date_gmt":"2022-03-09T20:16:17","guid":{"rendered":"https:\/\/www.steelcase.com\/?p=733997"},"modified":"2023-01-25T02:01:23","modified_gmt":"2023-01-25T07:01:23","slug":"shrm-steelcase-share-hybrid-work-strategies","status":"publish","type":"post","link":"https:\/\/www.steelcase.com\/research\/articles\/topics\/culture-talent\/shrm-steelcase-share-hybrid-work-strategies\/","title":{"rendered":"SHRM + Steelcase Share Hybrid Work Strategies"},"content":{"rendered":"<p>In the past two years, people have been on a rollercoaster of emotions. Organizations have been hit on all sides with massive problems to solve including a talent crisis of epic proportions. By all accounts, leaders are searching for solutions with the best of intentions. Yet, <a href=\"https:\/\/www.mckinsey.com\/business-functions\/people-and-organizational-performance\/our-insights\/great-attrition-or-great-attraction-the-choice-is-yours\" target=\"_blank\" rel=\"noopener\">McKinsey research<\/a> suggests raising pay and offering remote work are not enough. People expect more. So, what really matters to people?<\/p>\n<p>To find out, Katie Pace, Steelcase global communications director, hosted an expert panel to answer real questions during a recent webinar (<a href=\"https:\/\/www.steelcase.com\/webinar-new-era-hybrid-work\/\">watch now<\/a>).<\/p>\n<p>Our experts:<\/p>\n<ul>\n<li>Jill Dark, vice president of Talent Futures, Steelcase<\/li>\n<li>John Hughes, principal with Applied Research and Consulting, Steelcase<\/li>\n<li>George Rivera, senior vice president of enterprise and commercial partnerships, Society of Human Resource Management (SHRM)<\/li>\n<\/ul>\n<p><strong>Katie Pace: Can you all give us a snapshot of how you\u2019re working today?<\/strong><\/p>\n<p><strong>George Rivera<\/strong>: At SHRM, we have about 500 people working with us and we also help shape the ideas for HR departments across the globe. We reopened our Alexandria, Virginia office back in June 2020, but we\u2019ve had some stops and starts in between then and now. We\u2019ve managed to do it in a successful way without a single workplace transmission since opening up.<\/p>\n<p><strong>Jill Dark<\/strong>: I\u2019m in Grand Rapids, Michigan. We\u2019ve been in the office pretty consistently for some time now with people choosing to stay home when case rates were higher. The biggest update for us is we\u2019ve removed our mask mandate on this campus and we\u2019ve really seen an uptick in the number of people on campus since then.<\/p>\n<p><strong>John Hughes<\/strong>: Customers have a broad range of approaches. A lot of them have come back to the office, but not everybody is back. Some haven\u2019t come back and others that haven\u2019t yet set a date. Interestingly enough, well over 70% of companies are implementing a hybrid strategy. But, I find organizations are getting return to office and hybrid confused and intermingling their messaging when they are two different things.<\/p>\n<p><strong>KP: What\u2019s causing \u201cthe great resignation\u201d and what can organizations do about it?<\/strong><\/p>\n<p><strong>GR<\/strong>: Over the last few years, people have reevaluated how their work and their life come together. We\u2019re seeing people search for work that fulfills their values and gives them a sense of purpose. Our new research says 41% of people are searching for a new job or planning to in the next few months. And, seven out of 10 executives are seeing less qualified people applying for roles which is creating a lot of friction for leaders.<\/p>\n<p><strong>JD<\/strong>: Our brains are wired to seek certainty and autonomy. With so much disruption impacting every aspect of our lives, we have limited ability to provide certainty, so we focus on providing clarity instead which helps our brains narrow the field of certainty. When it comes to returning to the office and autonomy, having too little control could push people away. I believe part of what is driving the great recession is that choosing who you work for is one of the only areas people have complete control over right now. But, too much autonomy will leave people wondering if they belong and if their decisions are the correct choice. We have been focused on creating intentional autonomy, which is about giving our employees some degree of input and choice.<\/p>\n<figure id=\"attachment_734021\" aria-labelledby=\"figcaption_attachment_734021\" class=\"wp-image wp-caption aligncenter\" style=\"width: 1024px\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-734021 size-large\" src=\"https:\/\/images.steelcase.com\/image\/upload\/c_limit,dpr_auto,q_70,h_1024,w_1024\/v1646754816\/22-0171425_16x6x2.png\" alt=\"\" width=\"1024\" height=\"1024\" \/><figcaption id=\"figcaption_attachment_734021\" class=\"wp-caption-text\">The Steelcase Learning and Innovation Center in Grand Rapids, Michigan provides people with choice and control over where they work when they\u2019re in the office by offering people a range of spaces.<\/figcaption><\/figure>\n<p><strong>JH<\/strong>: Senior leaders are addressing a number of foundational issues. At the top of the list is flexibility \u2014 giving people choice about when and where people work. Organizations are feeling pressure to compete for talent when it comes to offering hybrid work. Another key element is the loss of relationships and trust. Many new employees have never been face-to-face and veterans have been apart for some time now. And, leaders are focused on culture and connection to the purpose of the organization. There\u2019s no single strategy, but I have seen a series of linked strategies to maintain and build culture, make changes to process, technology and space, and offer a range of services to better support people.<\/p>\n<hr \/>\n<p style=\"text-align: center;\">Explore new global research on hybrid work and see findings from 11 countries.<\/p>\n<p style=\"text-align: center;\"><a class=\"button-gray button-dark\" href=\"https:\/\/www.steelcase.com\/?page_id=729825\">Download the Steelcase Global Report<\/a><\/p>\n<hr \/>\n<p><strong>KP: How can we do a better job of approaching equity in the hybrid workplace?<\/strong><\/p>\n<p><strong>GR<\/strong>: It\u2019s an important question and it starts with understanding the situation. SHRM research says more than one-third of women say remote work allows them to stay in the workforce. But at the same time, women in particular have seen a reduction in the opportunity for career growth, pay raises and peer-to-peer learning. Being physically present can make or break a career trajectory. So, it\u2019s a complicated topic and one organizations need to be aware of.<\/p>\n<p><strong>JD<\/strong>: We believe that talent is the only truly renewable resource in any company. In fact, we believe people are infinitely renewable because we continue to grow and develop throughout our lives. We renew our talent by investing in them. One of the simplest ways to invest in people (and create equity) is to give them visibility and access to opportunity. Some examples \u2014 we have a corporate goal of posting the vast majority of jobs internally, we partner with external learning vendors to provide on-demand access to learning and we have invested heavily in expanding our wellbeing offerings. Right now, we\u2019re updating our onboarding and performance management systems with employee experiences in mind.<\/p>\n<p><strong>KP: How can we start to rebuild social capital and trust as people come back together, but work in a hybrid way?<\/strong><\/p>\n<p><strong>JH<\/strong>: For many people, work-from-home days are filled with back-to-back video calls. Casual interactions that are so important to relationship and trust development \u2014 which is really the lubricant of innovation \u2014 have really suffered. There\u2019s no simple fix. But I\u2019m hearing organizations talk about needing to be very deliberate, starting with teams and making sure they physically get together, socialize and rebuild relationships. Organizations also need to consider a change management plan. For many people, coming back to the office is a bigger change than when they had to go home. And finally leaders need to walk the walk. If they want people back in the office, they need to model that as well.<\/p>\n<p><strong>GR<\/strong>: One thing we try to encourage individuals to understand is the importance of vulnerability. It\u2019s easier to be that stoic leader on camera talking about what should happen next at work than to talk about what\u2019s happening all around us. Another important note is that of social change. One of the greatest prerequisites to trust is if an organization is impacting issues people care about \u2014 climate change, economic inequality, the upskilling and reskilling of workers. Over 50% of people said these things were crucial to them and companies aren\u2019t doing enough.<\/p>\n<figure id=\"attachment_734023\" aria-labelledby=\"figcaption_attachment_734023\" class=\"wp-image wp-caption aligncenter\" style=\"width: 1024px\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-734023 size-large\" src=\"https:\/\/images.steelcase.com\/image\/upload\/c_limit,dpr_auto,q_70,h_1024,w_1024\/v1646755095\/21-0166052_16x9_alt.jpg\" alt=\"\" width=\"1024\" height=\"1024\" \/><figcaption id=\"figcaption_attachment_734023\" class=\"wp-caption-text\">When Steelcase employees returned to campus, many expressed a desire to do more work without their masks on. The company upgraded its outdoor spaces to provide more high-performance areas for collaboration, socialization and focus work.<\/figcaption><\/figure>\n<p><strong>KP: <a href=\"https:\/\/www.steelcase.com\/globalreport2022\/\">Our research<\/a> shows 87% of people will spend some amount of time in the office moving forward. How have you helped offer people a more comfortable return to office?<\/strong><\/p>\n<p><strong>JD<\/strong>: Part of investing in people\u2019s wellbeing is processing the shared trauma of the pandemic. We created a reflection exercise for anyone in-person or virtual. We asked employees to add sticky notes outlining their feelings related to grief or loss, and gratitude and hope. Something amazing happened. Our employees shared very personal and heartfelt messages of real struggles and gratitude which had three positive impacts. First, anyone who wanted to participate had a new positive shared experience of belonging. Second, we were able to anonymously surface real challenges and publicly address them by posting resources to address those challenges. Lastly, people could cognitively offload their grief, feel as if they were not alone and reinforce a sense of community.<\/p>\n<p><strong>KP: The workplace needs to change from being a mandatory destination to being a place people want to go \u2014 in essence it needs to earn people\u2019s commute. How are you talking to customers about this shift?<\/strong><\/p>\n<p><strong>JH<\/strong>: Often what organizations don\u2019t recognize is that hybrid represents a huge spectrum. Too often, I see companies aligning on a hybrid position very quickly and moving forward without studying their people, looking at the data, and considering alternative solutions.<\/p>\n<p>Another thing that needs to be considered is that when people were sent home, there were a lot of things in offices that people didn\u2019t like \u2014 a lack of privacy, for example. And people suddenly found they can mitigate some of those things at home.<\/p>\n<blockquote class=\"pull-quote pull-quote-undefined \"><p>If employers don\u2019t recognize what objections to the office are and create an opportunity for people to come back to something better, they run the risk that people will vote with their feet. <\/p><\/blockquote>\n<p>I also see organizations looking at hybrid from a cost containment perspective. But you have to consider the impact on your culture. A <a href=\"https:\/\/www.nytimes.com\/2020\/06\/29\/technology\/working-from-home-failure.html\">New York Times article<\/a> summarizes a lot of the mistakes people made implementing hybrid 20 years ago. They found large numbers of people working from home for long periods of time resulted in serendipitous interactions falling off, loyalty and affiliation dropping, and a negative impact on innovation. If you\u2019re not conscious about the potential pitfalls of hybrid, you could end up with negative consequences that are very difficult to do anything about.<\/p>\n<figure id=\"attachment_734031\" aria-labelledby=\"figcaption_attachment_734031\" class=\"wp-image wp-caption aligncenter\" style=\"width: 1024px\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-699825 size-large\" src=\"https:\/\/images.steelcase.com\/image\/upload\/c_limit,dpr_auto,q_70,h_1024,w_1024\/v1646756186\/21-0166301_16x9.jpg\" alt=\"\" width=\"1024\" height=\"1024\" \/><figcaption id=\"figcaption_attachment_734031\" class=\"wp-caption-text\">In order to earn people\u2019s commute, the office needs to offer people experiences that are better than what they can find at home. Large-scale hybrid collaboration devices and mobile furniture allow people to create a great experience on demand.<\/figcaption><\/figure>\n<p><strong>KP: What do HR professionals need to know when it comes to how the physical environment can help them achieve their goals?<\/strong><\/p>\n<p><strong>GR<\/strong>: Nobody is so deeply steeped into the knowledge of what is happening with people right now than human resources professionals. HR is trying to solve for mental health and wellbeing, and collaboration and connection which leads to innovation. These are significant HR and workplace challenges. We\u2019re seeing organizations are changing their physical environment to help make progress around these goals. Amazon is a great example. They are building a new HQ2 right up the road from us in Virginia and are designing their building to address these significant issues. Human resources must be part of these conversations more so than ever before.<\/p>\n<p><strong>JD<\/strong>: Space can play a pivotal role in culture. A guiding question my team asks when we build experiences is: what do you want people to believe and feel. Be ruthless about ensuring your spaces signal and shape the type of culture you want for your organization.<\/p>\n<hr \/>\n<p>AUDIENCE POLL RESULTS<br \/>\n(Approximately 1,579 number of people participated in the live poll during the webinar.)<\/p>\n<p><strong>Tell us what best identifies your role.<\/strong><br \/>\n36% &#8211; Architect &amp; designer<br \/>\n21% &#8211; Real estate and facilities management<br \/>\n20% &#8211; Other<br \/>\n12% &#8211; Corporate strategy &amp; leadership<br \/>\n9% &#8211; Human resources<br \/>\n2% &#8211; Information technology<\/p>\n<p><strong>How often are you going into the office right now each week?<\/strong><br \/>\n29% &#8211; I\u2019m still working from home<br \/>\n24% &#8211; 2 days or less<br \/>\n26% &#8211; 3-4 days<br \/>\n20% &#8211; 5 days<\/p>\n<p><strong>How much time each week do you expect to spend in the office moving forward?<\/strong><br \/>\n7% &#8211; None<br \/>\n34% &#8211; 2 days or less<br \/>\n38% &#8211; 3-4 days<br \/>\n18% &#8211; 5 days<br \/>\n4% &#8211; Unsure<\/p>\n<p><strong>How would you describe people\u2019s connection to your organization\u2019s culture in the last two years?<\/strong><br \/>\n17% &#8211; Stronger than ever<br \/>\n54% &#8211; Okay. But not as strong as it once was.<br \/>\n19% &#8211; Not great. It\u2019s eroded over time.<br \/>\n10% &#8211; Unsure<\/p>\n<p><strong>If your organization is changing the way work gets done, are you also rethinking the workplace and work experience?<\/strong><br \/>\n54% &#8211; Absolutely &#8211; we\u2019ve already started<br \/>\n26% &#8211; Yes &#8211; this will be addressed soon<br \/>\n14% &#8211; Not sure yet<br \/>\n6% &#8211; I doubt we will make changes<\/p>\n<p><strong>How has the role of human resources professionals changed at your organization over the last year when it comes to workspace strategy decisions?<\/strong><br \/>\n37% &#8211; Increasing influence<br \/>\n34% &#8211; Consistent influence<br \/>\n9% &#8211; Decreasing influence<br \/>\n19% &#8211; No influence<\/p>\n<p><strong>What\u2019s the biggest challenge when it comes to the talent crisis right now?<\/strong><br \/>\n48% &#8211; Engaging and keeping people<br \/>\n26% &#8211; Attracting people<br \/>\n14% &#8211; Developing people<br \/>\n6% &#8211; Onboarding people<br \/>\n5% &#8211; Maintaining productivity<\/p>\n<hr \/>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-734004 size-thumbnail\" src=\"https:\/\/images.steelcase.com\/image\/upload\/c_fill,dpr_auto,q_70,h_165,w_165\/v1646752402\/22-0173974.jpg\" alt=\"\" width=\"165\" height=\"165\" \/><\/p>\n<p style=\"text-align: left;\"><span style=\"font-weight: 165;\">Jill Dark is an applied futurist, focused on creating the conditions that unlock potential and prepare individuals, teams and the organization for the future. She serves as vice president of Talent Futures at Steelcase.<\/span><\/p>\n<p>&nbsp;<\/p>\n<hr \/>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-734035 size-thumbnail alignright\" src=\"https:\/\/images.steelcase.com\/image\/upload\/c_fill,dpr_auto,q_70,h_165,w_165\/v1646756568\/22-0173975.jpg\" alt=\"\" width=\"165\" height=\"165\" \/><\/p>\n<p style=\"text-align: left;\"><span style=\"font-weight: 165;\">John Hughes established Steelcase\u2019s Workplace Strategies Consulting group and is a principal in with our Applied Research and Consulting practice. He has more than 20 years of consulting and advisory experience and has led major workplace strategy efforts throughout the Americas, Europe and Asia-Pacific. For much of the last 10 years, he has focused his consulting activity primarily on hybrid workplace projects which integrate behavior, space and technology.<\/span><\/p>\n<hr \/>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-734036 size-thumbnail\" src=\"https:\/\/images.steelcase.com\/image\/upload\/c_fill,dpr_auto,q_70,h_165,w_165\/v1646756654\/22-0173973.jpg\" alt=\"\" width=\"165\" height=\"165\" \/><\/p>\n<p style=\"text-align: left;\"><span style=\"font-weight: 165;\">After spending 15+ years leading one of the nation\u2019s largest HCM organizations focused on talent business development, George Rivera joined SHRM to build and scale SHRM\u2019s new B2B business. Over the last 18 months, George and his team have built SHRM Enterprise Solutions, a unique value proposition for Fortune 1000 organizations.<\/span><\/p>\n<hr \/>\n","protected":false},"excerpt":{"rendered":"<p>In the past two years, people have been on a rollercoaster of emotions. Organizations have been hit on all sides<\/p>\n","protected":false},"author":37261,"featured_media":734023,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"topic":[47679,47678],"class_list":["post-733997","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","industry-workplace","topic-culture-talent","topic-hybrid-work"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v23.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Webinar: Equity + Trust in the Hybrid Workplace | Steelcase<\/title>\n<meta name=\"description\" content=\"Our webinar explores what workers expect from their spaces as they return to the office - and how these spaces will grow and change.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.steelcase.com\/research\/articles\/topics\/culture-talent\/shrm-steelcase-share-hybrid-work-strategies\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Webinar: Equity + Trust in the Hybrid Workplace | Steelcase\" \/>\n<meta property=\"og:description\" content=\"Our webinar explores what workers expect from their spaces as they return to the office - and how these spaces will grow and change.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.steelcase.com\/research\/articles\/topics\/culture-talent\/shrm-steelcase-share-hybrid-work-strategies\/\" \/>\n<meta property=\"og:site_name\" content=\"Steelcase\" \/>\n<meta property=\"article:published_time\" content=\"2022-03-09T20:16:17+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2023-01-25T07:01:23+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/images.steelcase.com\/image\/upload\/c_fill,dpr_auto,q_70,h_600,w_1200\/v1646755095\/21-0166052_16x9_alt.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"600\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Gema Perez\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Gema Perez\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"11 minutes\" \/>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Webinar: Equity + Trust in the Hybrid Workplace | Steelcase","description":"Our webinar explores what workers expect from their spaces as they return to the office - and how these spaces will grow and change.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.steelcase.com\/research\/articles\/topics\/culture-talent\/shrm-steelcase-share-hybrid-work-strategies\/","og_locale":"en_US","og_type":"article","og_title":"Webinar: Equity + Trust in the Hybrid Workplace | Steelcase","og_description":"Our webinar explores what workers expect from their spaces as they return to the office - and how these spaces will grow and change.","og_url":"https:\/\/www.steelcase.com\/research\/articles\/topics\/culture-talent\/shrm-steelcase-share-hybrid-work-strategies\/","og_site_name":"Steelcase","article_published_time":"2022-03-09T20:16:17+00:00","article_modified_time":"2023-01-25T07:01:23+00:00","og_image":[{"width":1200,"height":600,"url":"https:\/\/images.steelcase.com\/image\/upload\/c_fill,dpr_auto,q_70,h_600,w_1200\/v1646755095\/21-0166052_16x9_alt.jpg","type":"image\/jpeg"}],"author":"Gema Perez","twitter_card":"summary_large_image","twitter_misc":{"Written by":"Gema Perez","Est. reading time":"11 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/www.steelcase.com\/research\/articles\/topics\/culture-talent\/shrm-steelcase-share-hybrid-work-strategies\/#article","isPartOf":{"@id":"https:\/\/www.steelcase.com\/research\/articles\/topics\/culture-talent\/shrm-steelcase-share-hybrid-work-strategies\/"},"author":{"name":"Gema Perez","@id":"https:\/\/www.steelcase.com\/#\/schema\/person\/494e3c13cba2b472b7a797655f0f9ea9"},"headline":"SHRM + Steelcase Share Hybrid Work Strategies","datePublished":"2022-03-09T20:16:17+00:00","dateModified":"2023-01-25T07:01:23+00:00","mainEntityOfPage":{"@id":"https:\/\/www.steelcase.com\/research\/articles\/topics\/culture-talent\/shrm-steelcase-share-hybrid-work-strategies\/"},"wordCount":2251,"commentCount":0,"publisher":{"@id":"https:\/\/www.steelcase.com\/#organization"},"image":{"@id":"https:\/\/www.steelcase.com\/research\/articles\/topics\/culture-talent\/shrm-steelcase-share-hybrid-work-strategies\/#primaryimage"},"thumbnailUrl":"https:\/\/images.steelcase.com\/image\/upload\/v1646755110\/21-0166052_16x9_alt-scaled.jpg","inLanguage":"en-US","potentialAction":[{"@type":"CommentAction","name":"Comment","target":["https:\/\/www.steelcase.com\/research\/articles\/topics\/culture-talent\/shrm-steelcase-share-hybrid-work-strategies\/#respond"]}]},{"@type":"WebPage","@id":"https:\/\/www.steelcase.com\/research\/articles\/topics\/culture-talent\/shrm-steelcase-share-hybrid-work-strategies\/","url":"https:\/\/www.steelcase.com\/research\/articles\/topics\/culture-talent\/shrm-steelcase-share-hybrid-work-strategies\/","name":"Webinar: Equity + Trust in the Hybrid Workplace | Steelcase","isPartOf":{"@id":"https:\/\/www.steelcase.com\/#website"},"primaryImageOfPage":{"@id":"https:\/\/www.steelcase.com\/research\/articles\/topics\/culture-talent\/shrm-steelcase-share-hybrid-work-strategies\/#primaryimage"},"image":{"@id":"https:\/\/www.steelcase.com\/research\/articles\/topics\/culture-talent\/shrm-steelcase-share-hybrid-work-strategies\/#primaryimage"},"thumbnailUrl":"https:\/\/images.steelcase.com\/image\/upload\/v1646755110\/21-0166052_16x9_alt-scaled.jpg","datePublished":"2022-03-09T20:16:17+00:00","dateModified":"2023-01-25T07:01:23+00:00","description":"Our webinar explores what workers expect from their spaces as they return to the office - and how these spaces will grow and change.","breadcrumb":{"@id":"https:\/\/www.steelcase.com\/research\/articles\/topics\/culture-talent\/shrm-steelcase-share-hybrid-work-strategies\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.steelcase.com\/research\/articles\/topics\/culture-talent\/shrm-steelcase-share-hybrid-work-strategies\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.steelcase.com\/research\/articles\/topics\/culture-talent\/shrm-steelcase-share-hybrid-work-strategies\/#primaryimage","url":"https:\/\/images.steelcase.com\/image\/upload\/v1646755110\/21-0166052_16x9_alt-scaled.jpg","contentUrl":"https:\/\/images.steelcase.com\/image\/upload\/v1646755110\/21-0166052_16x9_alt-scaled.jpg","width":2560,"height":1440,"caption":"New Steelcase global research includes three key findings about what people need and expect in a new era of hybrid work."},{"@type":"BreadcrumbList","@id":"https:\/\/www.steelcase.com\/research\/articles\/topics\/culture-talent\/shrm-steelcase-share-hybrid-work-strategies\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/www.steelcase.com\/"},{"@type":"ListItem","position":2,"name":"SHRM + Steelcase Share Hybrid Work Strategies"}]},{"@type":"WebSite","@id":"https:\/\/www.steelcase.com\/#website","url":"https:\/\/www.steelcase.com\/","name":"Steelcase","description":"","publisher":{"@id":"https:\/\/www.steelcase.com\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.steelcase.com\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Organization","@id":"https:\/\/www.steelcase.com\/#organization","name":"Steelcase","url":"https:\/\/www.steelcase.com\/","logo":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.steelcase.com\/#\/schema\/logo\/image\/","url":"https:\/\/images.steelcase.com\/image\/upload\/v1531399627\/sc_core_424_sm-1.jpg","contentUrl":"https:\/\/images.steelcase.com\/image\/upload\/v1531399627\/sc_core_424_sm-1.jpg","width":331,"height":87,"caption":"Steelcase"},"image":{"@id":"https:\/\/www.steelcase.com\/#\/schema\/logo\/image\/"}},{"@type":"Person","@id":"https:\/\/www.steelcase.com\/#\/schema\/person\/494e3c13cba2b472b7a797655f0f9ea9","name":"Gema Perez","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.steelcase.com\/#\/schema\/person\/image\/","url":"https:\/\/secure.gravatar.com\/avatar\/ed5d03d0a6e1a53f658d47fbf0c4cc79?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/ed5d03d0a6e1a53f658d47fbf0c4cc79?s=96&d=mm&r=g","caption":"Gema Perez"},"url":"https:\/\/www.steelcase.com\/research\/articles\/author\/gperez4steelcase-com\/"}]}},"_links":{"self":[{"href":"https:\/\/www.steelcase.com\/restapi\/wp\/v2\/posts\/733997"}],"collection":[{"href":"https:\/\/www.steelcase.com\/restapi\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.steelcase.com\/restapi\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.steelcase.com\/restapi\/wp\/v2\/users\/37261"}],"replies":[{"embeddable":true,"href":"https:\/\/www.steelcase.com\/restapi\/wp\/v2\/comments?post=733997"}],"version-history":[{"count":35,"href":"https:\/\/www.steelcase.com\/restapi\/wp\/v2\/posts\/733997\/revisions"}],"predecessor-version":[{"id":800967,"href":"https:\/\/www.steelcase.com\/restapi\/wp\/v2\/posts\/733997\/revisions\/800967"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.steelcase.com\/restapi\/wp\/v2\/media\/734023"}],"wp:attachment":[{"href":"https:\/\/www.steelcase.com\/restapi\/wp\/v2\/media?parent=733997"}],"wp:term":[{"taxonomy":"topic","embeddable":true,"href":"https:\/\/www.steelcase.com\/restapi\/wp\/v2\/topic?post=733997"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}