Here’s the Latest WE:Brief – WE keep you in the know – March!

“Simply put, asynchronous communication is when you send a message without expecting an immediate response. For example, you send an email. I open and respond to the email several hours later. In contrast, synchronous communication is when you send a message and the recipient processes the information and responds immediately.”

It’s time to take a lesson or two from companies that are fully remote and one of the most important ones is this: synchronous communication should be the exception, not the rule. 

The author, the CEO of Doist, an all-remote company, argues that synchronous communications:


-Lead to interruptions

-Prioritizes being connected over being productive

-Creates unnecessary stress

-Leads to lower quality discussions and suboptimal solutions


This is one of the best articles I’ve read on the why and how of making the shift asynchronous communications. I’ve personally tried this and can attest that it works!


In this interactive discussion, Darren and Lars discuss aspects of remote work explored in Redefining HR including the shift to remote work including hybrid, fully distributed, best practices, and more.

I highly recommend this interview with Darren Murph, Director of Remote for Gitlab. He offers a completely new perspective on what is needed to excel with remote and distributed teams. From process overhaul, to on-boarding, to async communications, and more. I promise it will be an hour well spent.


From Solving the Puzzle [of workplace] to Designing the Game [of work]

“Of course, there’s satisfaction in finishing a jigsaw puzzle, but you’re rarely, if ever, surprised by the outcome. Everybody’s already seen the picture on the box. But what if designing workplace was less like solving the jigsaw puzzle and more like designing the game itself?” The author goes on to describe a fascinating study around following the use of various kinds of space over the life of a project.


What is your company’s corporate purpose–its core reason for being, and where can you have a unique, positive impact on society? Now more than ever, you need good answers to these questions.

Eighty-two percent of managers and employees say it’s important for the organization to have a purpose, 72% say it should receive more weight than profit, 62% say their company has a stated purpose but less than half say it drives impact. The article offers some solid advice for how organizations can close their purpose gap. In a paragraph about being genuine, the author points to Aetna’s mantra: “No margin, no mission” and Pixar director Brad Bird’s take: [M]oney is just fuel for the rocket. What I really want to do is go somewhere.”


When we can return to the office and resume other in-person activities, creating places for people to spend time together and rebuild community — not just in the workplace, but in every aspect of our daily lives — will be more important than ever.

Gensler’s U.S. Workplace Survey (Summer/Fall 2020) is, as always, worth a full read, but the three big takeaways for me were:


– A hybrid-remote model offers significantly better outcomes than either all-remote or full-time in-office for: creativity, relationships with colleagues, the ability to manage, problem-solving, team productivity, and communications

– People want a whole lot more privacy at work. 47% say they want a private work environment compared to 29% who say they have one.

– Employees are more positive and/or effective across 11 out of 12 key factors and activities (e.g. focus, learning, thermal comfort, noise, privacy, etc.), The only activity that is clearly better supported at the office is socializing.


Is the reason so many people want to work from home that their work environments are ineffective?


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Contact Info:

Mike Petrusky

Director of Events and Growth Marketing


THANK YOU to our GREAT WE sponsors! Your generous support makes our Community, Programs and Events possible. 


To learn more about sponsorship, contact Susan Spiers. View the WE sponsorship benefits for further details.


“These activities often feel implicitly mandatory.”

A study just out from the University of Sydney confirms what many of us have known for years. Not everyone likes happy hours or team building events. In fact, this new research suggests they can even have a negative effect on your team. Rather than forced fun, the full study suggests pairing colleagues who are essential to success, and having them engage in a structured conversation aimed at building trust. In the experiment, the team used the “36 questions that lead to love.” There’s a more thorough, and un-gated, description of the study here.


Post-pandemic, we all will need to lead differently and in a way that is “radically human”—with greater self-awareness and genuine connection with others.

I always enjoy Gary Burnison’s writing. This piece struck me as particularly apropos. He talks about the need to be radically human in the post pandemic world and the role humor can play in doing that. 


Smart-home robotics company Bumblebee was started by an Apple and Tesla veteran, and is having a moment with the growth in working remotely.

Yet another example of necessity being the mother of invention. I have to say, it appeals to my inner neat freak. 


Aon’s COVID-19 Pulse 6 Survey Results | Dynamic Reporting

This report and the interactive reporting tool is a real treasure for any organization wanting to get a handle on what others in their industry or geography are doing or plan to do across a wide range of HR practices including:

– Compensation: including cost-of-living adjustments for remote workers, raises, and bonuses

– Reimbursement of home office expenses

– Employee location policies

– Remote work policies

– Diversity

– Skills gap

– Automation

– Technology 

– Mental health and well-being

– Productivity monitoring

– Total rewards

It also covers what’s driving workplace change, employee involvement in decision making, voluntary turnover rates and reasons, and much more! Spaz out all you data junkies!



Become an Official Member of WE! “Changing the world, one workplace at a time.” Workplace Evolutionaries (WE) is the world’s largest, multi-disciplinary global community of practice focused on Workplace innovation. WE are committed to the evolution, exploration and transformation of the workplace.”

Two Ways to Join WE! 

1)  IFMA + WE (International Facility Management Association + Workplace Evolutionaries) for current IFMA Members

With your IFMA Membership, you can join WE for only US $99/year. The fee will be prorated based on your IFMA join date. You can add WE through your MyIFMA account or by calling Member Services at 1-713-623-4362!


  • NEW! Retired Members: Join IFMA for just $100 and add WE for $10/year 
  • NEW! Student Members of IFMA get a free WE membership 

2) WE (only) Membership 

 You can now join the Workplace Evolutionaries (WE) Community of Practice directly: Join WE Only where you register and create an account.


You can join WE and receive all the WE membership benefits but still get access to IFMA content. This membership targets multi-disciplinary leaders (HR, IT,  Workplace) who are deeply interested in workplace management and the impact on human performance in the workplace. Total annual WE (only) Membership is US $318/year.


If you have any questions about WE membership or the signup process, contact the WE Administrator at or the WE Membership Chair: Angela Dettore at
03/08/2021 – 5:00 PM  
WE Read – Virtual Book Club
Bookclub: Change Your Space, Change Your Culture, by Rex Miller. Join us for a 4-part discussion about this thought-provoking book.

03/09/2021 – 9:15 AM – 12:00 PM 
WE HUB NorCal: How Leaders Communicate Trust Pt2
On March 2 and 9 from 9:15 – Noon PST, our MasterClass introduction in leadership elevates your skill sets in Communication, Creativity, and Collaboration.

03/16/2021 – 10:30 AM 
WE Hub Asia Webinar: The Return to Next Normal Workplace & The Asian Experience
Collective insights from the IFMA Workplace Expert Assessment study and our WE Hub Leaders in Asia.

Thursday, March 18, 2021, 11:00 AM – 12:00 PM EDT
Fireside chat with Garry Gilliam, former NFL athlete and founder of The Bridge, Kristen Fulmer, Founder of Recipric and Chief Sustainability Officer for The Bridge, and Benedict Dubbs, head of Murray Associates Architects and Senior VP of Architecture at The Bridge.
April 21-22, 2021