As the future of work is ever-changing, we took the opportunity to chat with Dr. Rebecca Hinds, the leader of Asana’s Work Innovation Lab. She provided deep insights into how we work at the intersection of technology and human practices. In a candid interview, she shares insights from her research and experiences at Asana, the #1 AI work management platform, revealing how organizations can navigate the evolving hybrid work landscape.
The Work Innovation Lab, a pioneering think tank established by Asana, conducts advanced research and studies to support businesses adapting to the rapidly changing work landscape. Playing such a pivotal role within Asana's mission, Hinds highlights:
Our goal is to bridge the gap between academic research and practical application. We aim to provide actionable insights that help organizations navigate the complexities of modern work environments. By studying everything from cross-collaboration to organizational design, we strive to create frameworks that enhance productivity and employee satisfaction.
As Hinds’ work is found within the intersection of technology and workplace culture practices, the drive to explore the science of hybrid work was multifaceted for her and her team." A big driver was the pervasive hunger from executives for more research, data, and insight into navigating changes in the world of work," Hinds explains:
We saw this clearly during the pandemic when companies switched to distributed work. New technologies like AI were emerging, and our customers were asking beyond a technology product, how do I think about evolving my company practices for the future of work?
From her personal and professional history, Hinds draws from her academic background, where she studied the science of cross-collaboration and organizational design.
I’ve long been frustrated by the disconnect between great academic research and practical application. There’s a lot of decision-making driven by impulse and intuition rather than data and insight. Our mission is to change that by providing research that is not only rigorous but also highly applicable.
This research provides data and numerical backing to the framework and leads to making actionable decisions, whether those action steps include a guide breakdown, checklists, or insights. “We never publish research in isolation of those applications. Much of it concerns how executives communicate the 'why' behind decisions, especially with AI and hybrid work. It's about bringing your organization along the journey,” states Hinds.
Due to an ever-changing environment within workplace culture and employee engagement, Hinds continues to emphasize the importance of involving employees in change management. "A lot of research shows the importance of bringing employees along and having them invest in the change. Our research emphasizes a top-down mandate and how to bring your organization along, including individual contributors." She firmly believes in having input on change management; she shares that:
When we researched hybrid work policies, we found that one of the key predictors of success was clear communication. If employees understand the rationale behind a policy—why certain days are designated for in-office work, for instance—they are more likely to embrace it. This understanding builds trust and ensures smoother implementation.
As hybrid work practices rapidly evolve in modern workplaces, technology plays a pivotal role in shaping our workplace culture and employee engagement. Oddly enough, the implementation and impact of these technologies are far from straightforward. Hinds offers a nuanced view on this subject, highlighting that
Technology never unfolds in organizations as we intend and as we plan. It’s neither inherently good nor bad; it’s about how we use it.
This is especially true considering the impact that AI, a transformative advancement in technology with immense potential, has had. Despite its promise, the adoption of AI presents significant challenges. Only half of the knowledge workers in the U.S. have meaningfully adopted AI, with adoption rates even lower in other regions. This highlights the complex interplay between technology and hybrid work practices, underscoring the need for thoughtful integration strategies to effectively harness AI's full potential.
Hinds stresses the importance of organizational design in harnessing technology, considering how quickly technology advances.
Organizations have a significant role in designing the structures and strategies to harness technology effectively. There are gaps in learning, development, and training around AI. Many knowledge workers feel they lack the resources to effectively use the technology, experiencing fears and concerns that hinder its adoption.
Acknowledging that technological advancements may bring some excitement and anxiety to others, she shares her insight on how AI can be concerning. "For many, AI is a black box. There's a fear of the unknown and a concern about job displacement. These anxieties can impede adoption. Therefore, companies must invest in training and development to demystify AI and show how it can augment human capabilities rather than replace them."
Hinds shared insight into the similarities between AI adoption and hybrid work strategies by highlighting that "Both require a strong communication of the 'why' behind the policy. At Asana, we developed a set of AI principles early on, emphasizing that humans should always be in the driver's seat. Decision-making should rest with humans, ensuring that technology enhances human work rather than controls it."
As Asana began integrating AI, it prioritized “transparency, accountability, and human oversight by communicating these principles clearly to our employees.” This ensured that Asana employees understood how AI would be used and were comfortable with its integration.
Hinds highlights the essential difficulties in implementing hybrid work policies, noting that the primary obstacle is the absence of previous examples. Some executives succeed at recognizing patterns and drawing from experiences, but with hybrid and remote work, they are often venturing into unknown areas. Therefore, sharing stories and insights among peers is something Hinds deems extremely valuable.
She also highlights resistance to change:
Resistance to change is pervasive in organizations. It's easier to stick with the status quo than to adopt new practices. This resistance often negatively impacts an organization’s ability to truly benefit from new approaches.
Though there is a sense of resistance, Hinds offers strategies to overcome this resistance. She states that:
One effective method is involving employees in the decision-making process. When employees feel their voices are heard, and their input is valued, they are more likely to support and embrace new policies. Additionally, providing clear, data-driven reasons for changes can help mitigate resistance.
When asked about common challenges and tips for adopting hybrid work policies, Hinds emphasizes the need for alignment with organizational goals.
Every organization has different KPIs. Policies should be tied to company goals. Too many companies measure success based on productivity alone, but it’s essential to consider broader organizational objectives.
She further elaborates on the importance of context-specific policies, that a hybrid work policy that is effective for one company may not be suitable for another. Elements like workplace culture, the type of work, and employee demographics all influence its success. It is essential to tailor policies to meet the specific needs and objectives of the organization.
Rebecca Hinds' insights reveal the complexities and opportunities in the future of work to increase employee engagement. Companies can navigate the evolving work landscape by focusing on actionable research, clear communication, and aligning policies with organizational goals. Hinds' work at Asana's Work Innovation Lab provides a valuable blueprint for organizations striving to integrate technology and human practices effectively.
