Overcoming the legacy of traditional work models: Dessalen Wood on creating a flexible, future-ready workforce

The truth about the world of work today is that adaptability is key!

As companies navigate the complexities of integrating new technologies while preserving a thriving organisational culture, the need to be future-ready has never been more urgent. The workplace is evolving rapidly, driven by digital transformation and shifting societal expectations. In this landscape, leaders must adapt quickly to ensure their businesses remain competitive and agile, embracing innovation without losing sight of what makes a healthy, productive work environment.

In an exclusive conversation with People Matters, Dessalen Wood, Global Chief People Officer at Syntax, explores how nostalgia for traditional work models continues to influence workplace dynamics. She discusses the impact of these outdated beliefs on innovation, employee well-being, and business growth, and shares her insights on how organisations can break free from the past to build a more flexible and forward-thinking future.

The challenge of nostalgia in the workplace

Nostalgia, the longing for the good old days, is not a new concept. First coined in 1688, the term originally described a form of homesickness, where people yearned for the past. Over time, nostalgia has come to symbolise a tendency to hold onto outdated beliefs or practices. According to Wood, nostalgia plays a powerful role in the workplace, particularly in relation to traditional work models. The impact of nostalgia can be seen in the continued clinging to old frameworks, despite the availability of new tools and practices that promote flexibility and remote work.

"The best way to describe the impact of nostalgia on adopting new ways of working comes from Barry Schwartz, who introduced the term 'Idea Technology' in his TED Talk," explains Wood. Schwartz's concept compares belief systems to frameworks we apply to our environments. For example, leaders who still hold onto the belief that people require in-person supervision to perform effectively may struggle to embrace new technologies that enable remote and flexible work arrangements. This "bring them back to the office" mentality remains entrenched in the minds of many leaders, even as the world continues to evolve digitally.

Wood stresses that this resistance to change is problematic. "Leaders must be exposed to and expected to master the tools and technologies available that allow for remote and asynchronous collaboration," she says. Organisations like Google, Microsoft, and Amazon have thrived globally by embracing flexible work models and using technology to foster innovation across distributed teams. Syntax itself has adopted a Global Flex model that allows employees to work from anywhere, recognising that this flexibility not only attracts top talent but also contributes to a culture of innovation and growth.

Data-driven decisions: Shifting mindsets and breaking down myths

A key obstacle to overcoming nostalgia is the reluctance of some leaders to accept the reality of today's workforce dynamics. "Leaders need to be provided with ample empirical evidence to challenge their paradigms," asserts Wood. She points out that outdated assumptions about office-based work, such as the idea that employees working from home are less loyal or engaged, are not supported by current data. In fact, research consistently shows that employees with flexible work options experience lower turnover and higher engagement than those who are required to work from the office.

Wood often challenges these nostalgic views within her own organization, sharing up-to-date data from engagement surveys and turnover statistics to demonstrate that flexibility is a major driver of employee satisfaction. "Young talent wants to feel they are being mentored by people who can help them succeed in today’s realities, not those of the past," she observes. This mindset shift is critical in a world where the traditional ways of working no longer guarantee success. Embracing flexibility and technological tools is no longer optional for companies that wish to stay competitive and innovative.

The role of physical presence in a digital world

While nostalgia may cloud leaders' judgment about the future of work, there are elements of traditional work models that still hold value. One of the key aspects of traditional models worth preserving is the deep connections formed through in-person interactions. "One of the most valuable elements of traditional work models worth preserving is the deep connections formed through in-person interactions, particularly during team offsites," Wood explains. These offsite meetings provide opportunities for team bonding, building trust, and enhancing collaboration. However, Wood is quick to point out that these bonds can be forged in short, intense periods of face-to-face interaction rather than the outdated notion that trust is only built after years of working together in the same office.

This is an important insight for modern organisations, as they navigate the balance between virtual collaboration and occasional in-person bonding. Leaders must prioritise team-building activities and allocate resources for meaningful, face-to-face interactions without falling into the trap of assuming that proximity equates to trust and collaboration.

The impact of nostalgia on employee well-being

Nostalgia for traditional work models can also have a negative impact on employee well-being, especially among younger workers. Wood highlights that young professionals exposed to the idea that career advancement and meaningful relationships can only be formed through physical presence in the office may experience self-doubt and disengagement. "When leaders, companies, and the media emphasise physical presence over the quality of work and virtual collaboration, young remote workers may feel isolated and excluded," she explains. This creates a divide between in-office and remote employees, leading to perceptions of a two-tier workforce.

The result is a stifling environment where remote workers feel disconnected and excluded from important conversations and career opportunities. This can negatively impact employee motivation, engagement, and overall job satisfaction. Companies that continue to promote the "A team" and "B team" mentality based on physical presence risk alienating talented workers who value flexibility and work-life balance.

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The future of work in a post-nostalgia world

As businesses move forward into an increasingly digital and flexible future, nostalgia for traditional work models will continue to shape the debate around the future of work. However, Wood believes that companies that prioritize a growth mindset will have the upper hand in the next decade. "Leaders need to have a growth mindset, regardless of which generation they come from. They need to embrace a culture of continuous learning and improvement, seeking out the latest research and data," she advises. The key to thriving in this new era lies in an organization's ability to adapt to changing circumstances and embrace innovation.

For businesses, the path forward is clear: they must recognize that the traditional work models of the past are not necessarily the best models for the future. Leaders who are willing to let go of outdated beliefs and embrace the opportunities afforded by technology and remote work will not only create more flexible and inclusive environments but will also position their organizations for long-term success and growth.