One silver lining from the pandemic and Great Resignation is a growing acceptance of remote and hybrid work arrangements, as well as gig-economy assignments, that offer more flexible schedules.
Many working Americans are no longer tethered to a geographic location, which is manifesting itself in the form of a nomadic lifestyle that treats work as portable. I’ve been actively talking with multiple groups that are looking to raise funds around building retreat-style hostel villas that are listed on different exchanges like Airbnb just devoted to people who can work anywhere in the world. To a great degree, this colorful trend completely changes the demographics of work.
How corporate leaders respond to the nomadic work movement could be game-changing in the tightest labor market in our lifetime. I have a big cohort of nomadic workers in my community, noticing that they’re an adventurous lot driven by financial stability as much as a sense of purpose in what they do for a living. Companies that are clear about their mission, as well as how they’re serving their employees and customers, will win the talent war.
But there are logistical challenges that must be addressed. They include holding distributed meetings at very intentional times, leasing co-working space for employees and contractors that serve as a collaborative hub and facilitating peer-to-peer relationships that are not necessarily based on close proximity. In embracing nomadic work, employers also may use technology platforms or tools for their people to check in with one another and schedule work retreats in destination resorts or other areas where teams get together from a Thursday through Sunday, Monday through Thursday, or even midweek.
Whatever strategies are put into place, the overriding goal is to align the organization’s mission with individual goals and aspirations.