As\u00a0COVID-19 cases continue<\/a>\u00a0throughout the world, we will continue to live with the effects of the pandemic for some time. The post-COVID world of work is gravitating toward a model that emphasizes adaptability and requires companies to evolve accordingly.<\/p>\n For many organizations, the need to adapt may be challenging. At WorldQuant, it is in our DNA and has been a driver of success. Since the beginning, we have employed a globally distributed workforce that necessitates meaningful connections through technology to bring us together and maintain productivity. This is in addition to more traditional in-person collaboration. Our lessons learned\u2014both the advantages that are created and the challenges that are posed\u2014could prove useful beyond the short term, and they can optimize the potential of global workforces in the long term.<\/p>\n Change is an opportunity to get to the future faster. An article late last year in\u00a0Harvard Business Review<\/a><\/em>\u00a0stated that times of crisis are \u201coften the times in which new approaches are most valuable.\u201d We have seen that employees working remotely can be very productive if their skills, today\u2019s technologies, and connectivity to the broader organization come together. When all are in place, collaboration can thrive and talent is empowered. At WorldQuant, we have enhanced our education efforts and implemented inventive new formats like global internal competitions to solve key business questions. The opportunities to gain from change are immense if change is utilized as a chance to grow and innovate.<\/p>\n Companies often hire in a defined set of geographies where they operate, with some exceptions.\u00a0Studies on the future of work<\/a>\u00a0suggest that the dispersion of talent away from major urban centers will likely continue, requiring a wider view of where to recruit top-tier employees. Organizations can benefit from these trends by thinking outside the typical approach. Our model stems from the idea that talent is global and opportunity is not. It has enabled a fusion of people from around the world seeking to solve problems based on the unique perspectives they bring. Going to find the talent where it is will be increasingly critical, and more achievable, as we move into a technology-driven future of work.<\/p>\n Companies must find new ways to build connections among their employees in today\u2019s rapidly evolving world. In May, Microsoft CEO\u00a0Satya Nadella<\/a>\u00a0wrote that the need to \u201cmaintain everyday connections between employees, as well as between employees, their managers, and the company at large,\u201d is critical to building social capital. Connections are the backbone of a team-based workforce\u2014maximizing what large groups of individuals can achieve. Long-standing priorities, such as unifying employees around common objectives and creating optimal levels of transparency, become more challenging in a virtual world. Leaders who dedicate their own time to creating social capital, finding new ways to do so, and identifying what is valuable for their organization will be most successful in bridging the gap from today to the workforce of the future.<\/p>\n It\u2019s unclear how long we will be living with COVID-19 and the ultimate impact it will have. Consulting firm McKinsey & Co. outlined\u00a0nine potential scenarios<\/a>\u2014ranging from a quick recovery to a prolonged downturn\u2014and Deloitte previously published\u00a0four scenarios for 2021<\/a>: what they referred to as sunshowers, endless winter, hard rain, and a new dawn. The outcomes remain in flux, but we can expect that the state of work will continue to rapidly change. Constant and purposeful evolution can help drive positive outcomes for leaders and their organizations and can enable employees to reach their full potential\u2014as the future approaches faster than ever.<\/p>\n Igor Tulchinsky is Founder, Chairman and CEO of WorldQuant. This article originally appeared in the\u00a0Power of Ideas<\/a> as part of the 2021 Milken Institute Global Conference<\/a>.\u00a0<\/em><\/p>\n","endnotes":"","disclaimer":" Thought Leadership articles are prepared by and are the property of WorldQuant, LLC, and are being made available for informational and educational purposes only. This article is not intended to relate to any specific investment strategy or product, nor does this article constitute investment advice or convey an offer to sell, or the solicitation of an offer to buy, any securities or other financial products. In addition, the information contained in any article is not intended to provide, and should not be relied upon for, investment, accounting, legal or tax advice. WorldQuant makes no warranties or representations, express or implied, regarding the accuracy or adequacy of any information, and you accept all risks in relying on such information. The views expressed herein are solely those of WorldQuant as of the date of this article and are subject to change without notice. No assurances can be given that any aims, assumptions, expectations and\/or goals described in this article will be realized or that the activities described in the article did or will continue at all or in the same manner as they were conducted during the period covered by this article. WorldQuant does not undertake to advise you of any changes in the views expressed herein. WorldQuant and its affiliates are involved in a wide range of securities trading and investment activities, and may have a significant financial interest in one or more securities or financial products discussed in the articles.<\/p>\n","ideas_panel":{"ideas_panel":{"heading":"Keep reading","subheading":"","articles":[{"ID":664,"post_author":"5","post_date":"2020-02-13 01:38:52","post_date_gmt":"2020-02-13 01:38:52","post_content":"","post_title":"Lessons Learned from Apollo","post_excerpt":"","post_status":"publish","comment_status":"closed","ping_status":"closed","post_password":"","post_name":"lessons-learned-from-apollo","to_ping":"","pinged":"","post_modified":"2022-04-29 16:49:13","post_modified_gmt":"2022-04-29 16:49:13","post_content_filtered":"","post_parent":0,"guid":"https:\/\/wdqnt.wpengine.com\/?post_type=idea&p=664","menu_order":0,"post_type":"idea","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":600,"post_author":"5","post_date":"2020-12-12 02:33:47","post_date_gmt":"2020-12-12 02:33:47","post_content":"","post_title":"Rethinking the Workplace","post_excerpt":"","post_status":"publish","comment_status":"closed","ping_status":"closed","post_password":"","post_name":"rethinking-the-workplace","to_ping":"","pinged":"","post_modified":"2025-11-24 18:23:52","post_modified_gmt":"2025-11-24 18:23:52","post_content_filtered":"","post_parent":0,"guid":"https:\/\/wdqnt.wpengine.com\/?post_type=idea&p=600","menu_order":0,"post_type":"idea","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":701,"post_author":"5","post_date":"2020-05-22 21:14:43","post_date_gmt":"2020-05-22 21:14:43","post_content":"","post_title":"COVID-19: A Conversation with Christopher Mason","post_excerpt":"","post_status":"publish","comment_status":"closed","ping_status":"closed","post_password":"","post_name":"covid-19-a-conversation-with-christopher-mason","to_ping":"","pinged":"","post_modified":"2022-04-25 00:28:32","post_modified_gmt":"2022-04-25 00:28:32","post_content_filtered":"","post_parent":0,"guid":"https:\/\/wdqnt.wpengine.com\/?post_type=idea&p=701","menu_order":0,"post_type":"idea","post_mime_type":"","comment_count":"0","filter":"raw"}],"see_more_link":""}},"pdf_file":false},"yoast_head":"\nLesson 1: Embrace Change<\/h3>\n
Lesson 2: The Global Talent Pipeline Is Broader than Ever<\/strong><\/h3>\n
Lesson 3: Prioritize and Foster Social Capital<\/strong><\/h3>\n