In the first part of this expert round-up, we\u2019ll dive deeper into the way we work now<\/strong> and the why<\/em><\/strong> <\/strong>behind choosing one work model over another. <\/p>\n\n\n\n Remember how I said we\u2019re going to reassess the present? <\/p>\n\n\n\n Well, one of the aspects of work I was curious to learn more about was the way we do our work now <\/em>and what made us get here<\/em>. <\/p>\n\n\n\n Unsurprisingly, the people I\u2019ve reached out to had interesting and diverse takes on what the current state of work is and the trends that have been shaping it. <\/p>\n\n\n\n Check out what they shared with me. <\/p>\n\n\n\n For Nadia <\/a>Harris<\/a>, the Founder of remoteworkadvocate.com<\/a>, the current state of work is in a “transition mode”. She explains that this actually translates to modifying the traditional and outdated approach to work: <\/p>\n\n\n\n \u201cIt seems clear that, at this stage, the world is shifting towards people-centric work practices. Whether we’re talking about the necessity of well-being initiatives, mental health support, or workplace flexibility \u2014 all of this falls into the concept of focusing on people’s needs. It’s a major shift from the industrial people-management approach. I’m not a fortune teller, but I definitely rely on statistics that prove that outdated working patterns are being modified on a global scale.\u201d<\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n Similarly, Jim Kalbach<\/a>, Chief Evangelist at MURAL<\/a>, also agrees that the state of work is in transition:<\/p>\n\n\n\n \u201cWell, we\u2019re certainly in a state of transition, aren\u2019t we? Interesting times! While no one has a crystal ball and can truly predict the future, there are a few trends that will likely persist into the foreseeable future.\u201d<\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n In line with Harris and Kalbach, Logan Mallory<\/a>, Vice President of Marketing at Motivosity<\/a>, shares the same view on what\u2019s currently happening with the way we work: <\/p>\n\n\n\n \u201cThe current state of work is in transition. Employers and employees are exploring how to play nice again. The status quo has been completely dismantled, and the expectations and possible realities are still aligning. Things that won’t go away: employees expecting more from employers and a gig economy.\u201d<\/em><\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n \n Elevate productivity with CAKE.com<\/p>\n \n Combine time tracking, team communication, and project management to boost your organization\u2019s productivity \u2014 with the CAKE.com Suite.<\/p>\n \n For Bill Catlette<\/a>, Partner at Contented Cow Partners<\/a>, the current state of work assumes a change in the relationship between employers and employees. <\/p>\n\n\n\n What does he mean by that? Catlette elaborates: <\/p>\n\n\n\n \u201cWork (aka \u2018labor\u2019) is in a state of flux in terms of how it is organized, who it is performed for, where it is performed, and the terms of the deal. <\/em><\/p>\n\n\n\n British management scholar and author, Charles Handy, suggests that, in the main, those organizations we’ve long known as \u2018employers\u2019 are now better thought of as \u2018organizers of work\u2019, suggesting that the bond between employer and employee has become far more transactional than relational. He’s onto something.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n To help us visualize his insights better, Catlette explained them through an example: <\/p>\n\n\n\n \u201cTen years ago, if you asked a limo\/sedan driver who they worked for, they might have responded that they were employed by Boston Coach in Manhattan. Today, they might respond to the effect that they drive for Uber, Lyft, Yellow Cab, and Boston Coach simultaneously, depending on location and the time of day. <\/em><\/p>\n\n\n\n Similarly, an aircraft pilot who ten years ago would have responded that they were a Boeing 757 pilot for United might be more inclined to reply to the effect that they are a pilot, with no tip of the cap to the organization whatsoever.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n He concludes with: <\/p>\n\n\n\n \u201cWe’re deconstructing the traditional working relationship at a rapid rate.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n I think he\u2019s spot on, don\u2019t you? <\/p>\n\n\n\n Now, according to Dr. Daniel Wheatley<\/a>, Associate Professor in Business and Labour Economics at the University of Birmingham<\/a>, our work is also fast-changing. <\/p>\n\n\n\n He argues that the sudden shift to remote and hybrid work has led us to revisit <\/em>and rethink<\/em> the entire concept of a workplace. <\/p>\n\n\n\n In his words: <\/p>\n\n\n\n \u201cPaid work is in a state of flux, following the enforced shift to remote and hybrid work in response to the global pandemic in 2020. <\/em><\/p>\n\n\n\n The large-scale shift in the location and timing of work has resulted in a widespread rethinking of the workplace and driven debates around the future of work \u2014 including experiments in the application of a 4-day working week, remote and hybrid working, and highly flexible forms of employment including gig working.”<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n Dr. Wheatley believes that these changes will pave the way for revisiting a successful workplace, among other things:<\/p>\n\n\n\n \u201cThese changes pose several opportunities and challenges for the future of work, providing a platform for paid work to be revisited and flexibility and employee well-being to be put at the center of a healthy and successful workplace.\u201d <\/em><\/p>\n<\/div>\n<\/div>\n\n\n \n Deliver more projects with Plaky<\/p>\n \n Use scalable project management software that supports unlimited growth, improves productivity with automations, and keeps your data safe.<\/p>\n \n As Jossie Haines<\/a>, CEO and Founder of Jossie Haines Consulting, sees it, breaking away from the traditional approach to work is a good thing:<\/p>\n\n\n\n \u201cI think we\u2019re in a pivotal time when it comes to the state of work. The last 2 years have shown that the traditional rule book of 9\u20135 and 5 days a week in the office is not necessary for success. Especially the new generation wants both flexibility and companies that truly care about the greater good \u2014 which means <\/em>DEI<\/em><\/a> is more crucial than ever.\u201d <\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n For Art Shaikh<\/a>, Founder & CEO of CircleIt<\/a>, we are still being influenced by COVID-19 and the Great Resignation:<\/p>\n\n\n\n \u201cThe current state of work is still being impacted by the fallout of COVID-19 and the Great Resignation. Recent news about workers refusing to RTO at various companies is causing friction. I think that certain trends will keep up for the foreseeable future.\u201d<\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n The Founder of Spread Great Ideas<\/a> and CallerSmart (two 100% remote companies), Brian David Crane<\/a>, also thinks that COVID-19 sped up the evolution of work as we know it. <\/p>\n\n\n\n Having adopted the fully remote work policy long before it became mainstream, Crane is a firm believer in its benefits for both employees and employers: <\/p>\n\n\n\n \u201cThe current state of work is rapidly evolving, a trend that COVID-19 boosted as more and more companies look into adapting hybrid or remote work as part of their work policies. The current state of work is here to stay, whether it is remote first companies, 4-day work weeks, mental health support, or paid mental health days. Both employers and employees benefit from this as technological advances, internet penetration, and automation helps businesses free themselves from the logistics of a physical location.\u201d <\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n From the perspective of Chris Dyer<\/a>, International Keynote Speaker, Consultant, and Bestselling Author, the way we work is still being affected by other external factors, too: <\/p>\n\n\n\n \u201cThe current state of work is nothing less than wonky. A fundamental shift in how we work and the priorities of employees has been largely impacted by outside forces versus internal direction. A pandemic, labor shortages, the Great Resignation, Quiet Quitting, and now a looming recession are all impacting what we call work.\u201c<\/em><\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n As Jordan Carroll<\/a>, Founder of The Remote Job Club<\/a> and The Remote Job Coach, sees it, the way we work is <\/em>and should <\/em>continue to be as transparent as possible: <\/p>\n\n\n\n \u201cRemote is the default! I actually am surprised when I see a job that’s listed as solely on-site now. <\/em><\/p>\n\n\n\n I also think that, with transparency of pay, we’re going to start seeing some interesting discussions around remote pay models. Companies like Buffer (that have a pay calculator) will lead the way in a lot of these discussions as examples. There are also some, like Gumroad, that pay the same regardless of location. There’s going to be a lot of debate about this.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n The current state of work has put a lot of pressure on leaders and companies to make sure their employees are satisfied and thriving, Catherine Rymsha<\/a>, a visiting Lecturer at the University of Massachusetts Lowell<\/a> and the author of The Leadership Decision, observes. <\/p>\n\n\n\n What makes a difference in the workplace setting now is genuine care for the people, she argues: <\/p>\n\n\n\n \u201cI coach and develop leaders and see that they struggle with talking about their own purpose and how to support their own team members in living theirs. <\/em><\/p>\n\n\n\n There’s even more pressure on organizations and leaders to help support employee goals, motivators, and careers to help employees feel more fulfilled and engaged. And, while the perks may be nice, it seems like people can overlook some of these aspects and hit the office if they feel like their manager cares or if they feel like they are living in alignment with their own values and goals.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n Rymsha believes that the pressure will continue even after the pandemic is over: <\/em><\/p>\n\n\n\n \u201cPost-pandemic, this is going to be a demand placing more pressure on managers to address and organizations to ensure they’re better aligned with their people as people and not just \u2018employees\u2019.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n From the point of view of Tamara Spasojevic<\/a>, Talent Acquisition Manager at CAKE.COM<\/a>, the state of work is in much better shape than before. Mostly because employees can enjoy and participate in establishing better workplace conditions. <\/p>\n\n\n\n Spasojevic expands on this idea: <\/p>\n\n\n\n \u201cI think that the current state of work is much better and more favorable than before. While before it was unthinkable for someone to work from home and have meetings online, today it has become normal. I believe that many companies see the benefits of such work and will try to make it possible for their employees in the future.\u201d<\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n Her colleague, Milan Tankosic, Customer Support Manager at CAKE.COM<\/a>, believes that one great thing came out of the pandemic \u2014 the employees are now dictating workplace trends. <\/p>\n\n\n\n He says: <\/p>\n\n\n\n \u201cThe 2020 pandemic created a new perspective on many things, one of them definitely being the way we organize ourselves when it comes to working. The best option that came out from that was giving employees the opportunity to have a say in which setting they wish to work in.\u201d <\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n According to Sally Clarke<\/a>, Co-director of Human Leaders<\/a> and Wellbeing and Burnout Researcher and Expert, the focus has changed and people can now shape the way of working. <\/p>\n\n\n\n For her, this means paving the way for empathetic leadership<\/a> and a more human-centered workplace: <\/p>\n\n\n\n \u201cWe have an incredible opportunity right now to shift the way we work \u2014 we will see some companies struggle, lag behind, and lose viability. Others will take this chance to reassess and rejuvenate their entire approach so that the focus is human-centered, planet-friendly, sustainable at the micro and macro level, and longtermist.\u201d<\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n Several tools are enabling this important and much-needed change, Clarke explains: <\/p>\n\n\n\n \u201cThe 4-day week (at the same pay) is proving to be a powerful tool for this change. Additionally, the focus will shift from mental health support to preventing workplace issues, which cause mental health issues in the first place.\u201c<\/em><\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n Other leading minds feel that the way we work still needs to \u2014 and probably will \u2014 change even more. That\u2019s what Lavinia Iosub<\/a>, Managing Partner at Livit<\/a> and Founder of Remote Skills Academy<\/a>, shared with me:<\/p>\n\n\n\n \u201cI believe work is something people will do even when everything will be automated, taken care of by algorithms, AIs, robots, and (some) countries will pay out Universal Base Income to their citizens. Because we, humans, have an innate need for self-actualization, belonging, and meaning \u2014 and those needs often get expressed through what we call work.\u201d<\/em><\/em><\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n Furthermore, Iosub believes that the traditional concept of work has been the main cause of people\u2019s unhappiness \u2014 and that\u2019s what is currently changing:<\/p>\n\n\n\n \u201cWork (or the way we traditionally thought of it) is making people miserable \u2014 it\u2019s broken and in need of a reinvention, which is currently underway. The 4-day workweek, remote-first companies, mental health support, and more are part of that reinvention.\u201d<\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n For many, what\u2019s happening with work at the moment is pretty exciting, too. That\u2019s what Jackie Leavitt<\/a>, Editor In Chief at Cloudwards<\/a>, shared with me: <\/p>\n\n\n\nWhat\u2019s the current state of work? <\/h2>\n\n\n\n
Work is in transition<\/h3>\n\n\n\n
![\"\"](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2024\/11\/Nadia-Harris.jpeg\")
<\/figure>\n<\/div>\n\n\n\n![\"Jim](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2023\/05\/Jim-Kalbach.jpeg\")
<\/figure>\n<\/div>\n\n\n\n![\"Logan](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2023\/05\/Logan-Mallory.png\")
<\/figure>\n<\/div>\n\n\n\n![\"Elevate](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2025\/12\/banner-productivity-suite.png\")
\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n\n \n\n\n\nThe bond between employers and employees has changed<\/h3>\n\n\n\n
![\"Bill](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2023\/05\/Bill-Catlette.jpeg\")
<\/figure>\n<\/div>\n\n\n\n<\/figure>\n<\/div>\n\n\n\n<\/figure>\n<\/div>\n\n\n\nThe concept of the workplace is being revisited<\/h3>\n\n\n\n
![\"Dan](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2023\/05\/Dan-Wheatley.png\")
<\/figure>\n<\/div>\n\n\n\n<\/figure>\n<\/div>\n\n\n\n![\"Deliver](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2025\/12\/banner-plaky.png\")
\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n\n \n\n\n\nTradition doesn\u2019t mean success <\/h3>\n\n\n\n
![\"Jossie](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2023\/05\/Jossie-Haines.jpeg\")
<\/figure>\n<\/div>\n\n\n\nThe fallout of COVID-19 and the Great Resignation still impact our work<\/h3>\n\n\n\n
![\"Art](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2023\/05\/Art-Shaikh.jpeg\")
<\/figure>\n<\/div>\n\n\n\n![\"Brian](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2023\/05\/Brian-David-Crane.jpeg\")
<\/figure>\n<\/div>\n\n\n\n![\"Chris](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2023\/05\/Chris-Dyer.jpeg\")
<\/figure>\n<\/div>\n\n\n\nWorking is more transparent <\/h3>\n\n\n\n
![\"\"](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2023\/06\/jordan.jpeg\")
<\/figure>\n<\/div>\n\n\n\nThere\u2019s a lot of pressure on organizations and leaders <\/h3>\n\n\n\n
![\"Catherine](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2023\/05\/Catherine-Rymsha.jpeg\")
<\/figure>\n<\/div>\n\n\n\n<\/figure>\n<\/div>\n\n\n\nEmployees have more say in what matters at work<\/h3>\n\n\n\n
![\"Tamara](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2023\/05\/Tamara-Spasojevic.png\")
<\/figure>\n<\/div>\n\n\n\n![\"Milan](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2023\/05\/Milan-Tankosic.jpeg\")
<\/figure>\n<\/div>\n\n\n\nHuman-centered workplaces are taking over<\/h3>\n\n\n\n
![\"Sally](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2023\/05\/Sally-Clarke.jpeg\")
<\/figure>\n<\/div>\n\n\n\n<\/figure>\n<\/div>\n\n\n\nWork is in need of a reinvention <\/h3>\n\n\n\n
![\"Lavinia](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2023\/05\/Lavinia-Iosub.jpeg\")
<\/figure>\n<\/div>\n\n\n\n<\/figure>\n<\/div>\n\n\n\nThe excitement is high<\/h3>\n\n\n\n
![\"Jackie](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2023\/05\/Jackie-Leavitt.png\")
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