At TheSoul Publishing, we've learned that employing these practices works incredibly well. Our employees are happy, output is strong, and people are forging more natural connections with coworkers than they would through forced meetings. We've seen great benefits and believe this has been one of the key ingredients to our continued growth and success.

Do you think Silicon Valley is the best example to follow when companies are building return-to-work plans? What should they do?

I do not believe that Silicon Valley is the best example to follow when creating a return-to-work plan, mainly because of their inconsistencies in messaging regarding remote work. During the height of the pandemic – and in the months immediately following – Silicon Valley companies were outspoken in their support of flexible work, but now have since changed their tunes and are pushing for strict return-to-work policies with mandated office attendance. This is pushing workers – many of whom relocated or became accustomed to the flexibility – to have to make a choice between returning to work and being dissatisfied or leaving their roles.

Companies who have been consistent in their office-related plans – whether that was always promoting office work or maintaining flexibility fully – will earn more respect from employees as it's clear that leadership at those companies is consistent on how they believe their business can best operate.

What is quiet quitting? Do you have ideas for how to prevent it and/or understand when it is happening?

Quiet quitting can be used to describe a phenomenon in which employees perform the minimum tasks necessary for their job and then leave the office (or their computer) when the workday ends. People who do this are not "bad" or "lazy." Every disengaged employee has a story, and it could be the result of any number of elements – from feeling undervalued to underappreciated.

To create a workplace where employees are committed – and reduce "quiet quitting" – company leaders must foster a culture built on transparency and respect so that employees can feel safe voicing their opinions and feel appreciated and valued for what they contribute each day.

How do you think a company can effectively build a culture based on transparency?

Culture often comes from the top-down, so to build a culture based on transparency, leaders must practice what they preach. By being open with their staff – and encouraging managers across levels and departments to do the same – companies can effectively build the culture they want.

Are there benefits to maintaining a fully remote work policy? What are they?

The two key benefits of remote work that we've identified at TheSoul Publishing are a better work/life balance and the elimination of a draining commute.

When it comes to work/life balance, people with the option to work from home have been shown to be more productive and less prone to burnout because it allows them to balance work with other commitments like getting their children to school and exercising.

A long commute can be draining, which can impact productivity and happiness as a result. Also, the costs and stress of travel can take a toll on workers, whereas a remote option allows them to spend the time they would be commuting, working or investing in themselves.