remote work

You’ve heard of the Great Resignation and Great Adaptation. Now there’s what I’m calling a Great Divide. It’s about the disconnect between how employees (non-managers) want to experience the workplace right now, and how leaders are enabling that experience.

Anecdotally, this divide is clear. It’s wide and getting wider. But since we love data around here, we decided to establish the numbers behind it. Our remote work survey elicited thousands of responses and more than a few eye-opening stats. Here are some key results, and what leaders need to know right now:

The remote workplace isn’t as remote as many believe. Rumors of the ubiquitous remote workforce have, apparently, been exaggerated. Only 40% of non-managers who responded to the survey said that they have the freedom to work remotely. 

Leaders aren’t giving non-managers the same freedom they’re giving themselves. Leaders are significantly more likely to be able to work remotely than their non-manager counterparts (63% versus 40%).  

That imbalance extends to schedules, not just locations. Around three-quarters (74%) of non-managers reported that they no longer want to work the typical 9-5. However, 47% of them reported still having to do so. Once again, the picture is very different for leaders; only 31% of whom still have to work a standard 9-5 day. 

Leaders may be oblivious to the disconnect. It’s clear that non-managers aren’t getting the work setup they want. Worse, employers don’t seem to recognize the inequity. Alludo’s survey found that C-suite executives believe they have adapted to the new work landscape. Nearly six in 10 (58%) asserted that their company has changed the way remote and hybrid employees are managed.  

But non-managers disagree. StronglyRoughly the same number (57%) of non-managers report that leadership has not changed their management style for the new work landscape. And 28% report that they’re micromanaged—a scenario that is a drain on leaders’ time and most definitely a detriment to retention and the employee experience. 

As these survey results quantify the scale of the issue, they also show us the stakes are enormous. Forty-four percent of non-managers reported being willing to change careers if they can’t secure the working conditions that work for them. 

While the talent market is undoubtedly shifting, two truths remain static: Top talent is perennially valuable, and losing top talent to turnover is costly. 

What happens next?

We’re already in a leadership crisis caused by this divide—the future is about getting past this crisis. Instead of lowering expectations or giving in, I believe in raising right expectations in the right way. That means shifting the focus to outcomes, not inputs. Hiring great people and giving them the freedom to work when, where, and how they want. Creating a culture of transparency and psychological safety instead of one of intimidation and micromanagement.

That’s a big part of what we’re doing at Alludo as we build the future of work (what we call Work3).

In my opinion, true leadership isn’t a product of getting people in a room to do what you want. It’s about dismantling the divide and envisioning a new way of working that lets people bring their A-game every day. For many, that’s a world that makes remote work a reality for everyone, not just the leadership team. This is about working better and living better. And it can drive results, too. It’s time to close the Great Divide.

This article originally appeared in Fast Company.

The last few years have been a doozy for everyone, and IT admins are no exception. They are experiencing a massive worker shortage combined with an increasingly threatening cybersecurity landscape and the monumental task of navigating an abrupt shift to remote and hybrid work.

Right now, everyone—especially IT admins—are looking for ways to be as streamlined and resource-efficient as possible.

So, that means probably not going out and buying a bunch of new devices on a different operating system just because there are a few essential programs that aren’t compatible on your current systems. Right?

The issue

That’s the challenge that faced Harry Schuler, an electrical engineering graduate who has served as a system administrator for event-organizing company POOLgroup since 1994. Harry oversees roughly 200 endpoint devices, almost all of them Apple products. Harry sets up the systems in person and administration is handled locally across several offices. POOLgroup relies on Mac solutions for most of their needs, but a number of special applications demanded the introduction of a Windows solution as well.

Harry could have purchased PCs for those who needed them, but replacing perfectly functional devices wasn’t a very good use of resources. It also would have created a significantly increased IT administration workload. Plus, frankly, the employees didn’t want PCs.

The solution

Looking for an alternative option, Harry did what many of us do: He googled it. And found a promising solution that seemed neither to imply buying additional hardware nor to come with any impact on productivity or high deployment or training overhead: The Parallels® Desktop Business Edition.

“The Parallels Desktop Business Edition saves money for our company, for me as an admin it saves a great deal of time, and it saves the nerves of users who would long have lost them with cumbersome switching between operating systems. I can only recommend Parallels Desktop,” said Schuler.

Harry downloaded a free trial, which he tested thoroughly. It ticked all the boxes, so he provided the solution at first to five back-office staff members before rolling it out fully. It has been smooth sailing ever since.

In Harry’s words: “For me as an admin, key features of a new solution are that it integrates perfectly into the existing infrastructure, it is easy to set up and roll out, it doesn’t entail any support overhead, and it comes with efficiency benefits that help pay for the purchase price in a short time.”

Easy. Efficient. Cost-saving. That’s exactly what IT admins like Harry need right now.

Of course, you don’t have to take Harry’s word for it. Find out for yourself. Read the full POOLgroup case study or learn more about Parallels Desktop.