At Asana, we believe that humanity thrives when we can work together effortlessly. Easy collaboration helps teams do great things, including nonprofit organizations with big missions to improve our world. That’s why we launched our Asana for Nonprofits program, which offers eligible nonprofits a 50% discount on Asana Premium or Asana Business. Asana for Nonprofits aims to boost the impact of nonprofits and help them improve efficiency, connectivity, and visibility.

The way individuals, teams, and organizations work has fundamentally changed since the pandemic began. This shift in how teams operate has given rise to the accelerated adoption of collaboration software, which saw a 32% increase in year-on-year revenue globally in 2020 according to an IDC white paper.

This article originally appeared on Inc. As plans to reopen offices shift and evolve, many executives are grappling with what their future remote or hybrid work policy will be. Some companies have laid down the law from the top, while others have adopted a more bottoms-up approach—giving significant authority to individual managers to decide their individual team’s policy.

At Asana we’re big on knowing who’s doing what by when—and that includes knowing when your own tasks are due. That’s why we created My Tasks—your one-stop-shop for viewing all of the work assigned to you in one central place. Whether you’re new to Asana or an Asana power user, My Tasks is the best way to make sure none of your work falls through the cracks. View your tasks in List, Board, or Week View, and create custom sections to make My Tasks work for you.

Many companies are basing their hybrid or remote work strategy on instinct. Yet it’s dangerous to let your intuitions or, worse, your biases drive your strategy. The companies that will thrive as they transition to new hybrid and remote work models will adopt a data-driven approach. As a leader, here’s how to use data, not your gut, to make important decisions about your remote or hybrid work strategy moving forward.

Today’s knowledge workers spend about 60% of their time on “work about work”—such as unnecessary meetings, status checks, and searching for information—according to the Anatomy of Work Index 2021. Even before remote work, the average large U.S. business lost $45 million in productivity each year because of inefficient knowledge sharing. But getting people to change how they work, even when the current process is painful and time consuming, is hard—really hard.

This article originally appeared on Inc. As a leader, hybrid and remote work are likely top of mind. But when leaders talk about hybrid and remote work, they often mince terms. There are many hybrid and remote work models—it’s important to get clear on what you’re actually talking about. Here are five of the most common hybrid and remote work models that leaders are contemplating.

This article originally appeared on Inc. In 2021, the hybrid work model became top-of-mind for business leaders. No wonder—the majority of knowledge workers (72%) say that, moving forward, they prefer a hybrid approach and a mix of remote and office work. And while the payoffs can be enormous, going hybrid is risky, especially because it can perpetuate a two-tier work environment.

Companies across the world are thinking about reopening their office doors and welcoming their employees back when it’s safe. Too many, though, are adopting a “wait and see” strategy—that is, they’re planning to unlock their doors and wait to see which—and how many—employees show up. Companies that adopt this approach are setting themselves up for irreparable damage.