Managing Director at SMA Consulting. I help build high performing teams that deliver successful outcomes.
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The devastating outbreak of Covid-19 not only took precious lives but also resulted in the closure of physical facilities, gave rise to conflict and increased the strain on personal and working relationships. If anything, this has turned out to be the ultimate test for people in leadership roles. With a significant number of employees working remotely, the success or failure of the overall business depends on the leader's ability to tackle the new era of a hybrid workforce. According to a recent survey by Gartner, Inc., 85% of employees have experienced higher levels of burnout while 40% report declines in their work-life balance. An excessive workload, keeping up with constant communication channels and back-to-back online meetings are some of the noted triggers. This dramatic increase in daily screen time is not only impacting mental health and well-being but also productivity and job satisfaction.
We are on the cusp of a seismic shift to reevaluate the purpose and behavior of work environments. Reigniting the spark lost amid employee burnout will take time and effort.
The Era Of 'Work From Anywhere'
Leadership needs to co-evolve with corporations’ need to address the changes in strategy, structure, culture and technology. It is imperative for leaders to be effective change agents for their staff working from different parts of the world, ensuring they have a vision, clear direction, focus and virtual environments that are safe and enjoyable.
Executives feel pressured and divided between the demands of the board and what is best for the life of the organization. Companies are changing up structure due to a paradigm shift that is the result of rapid technological advancements and a hybrid workforce.
We no longer work as we used to. The “new normal” paradigm of work is based on five key leadership principles:
1. Align and empower with open and transparent communication.
Set the vision, explain the why and then let go. Consider turning virtual communication into a two-way channel where you can take time out and pause to listen to feedback from your employees and understand how constraints are impeding their ability to thrive. A simple "Are you OK?" text or email will not cut it, because even when the other person responds with "yes," they may still be unraveling endless tasks while battling emotions and conflicts at work or at home. Instead, be the first to reach out and actively listen to their struggles to not only strengthen trust but also encourage your team to work collaboratively with leadership. Genuine collaboration is about removing barriers to open and transparent communication. If this pandemic has taught us anything, it is that teamwork is key — now more than ever.
2. Foster a growth mindset.
There is always room for improvement. Leaders need to encourage a growth mindset in their organization and a yearning for learning new skills. Learning how to learn is a crucial ability to stay up to date with the ongoing digital transformation and all its implications. Leaders should create a safe and supportive environment that encourages their team to ask questions, seek clarification and be comfortable saying, “I don’t know” or “I don’t understand.”
3. Be open-minded and experiment.
Be collaborative and look at new ways to be actively involved in your teams’ progress and challenges. Build open discussions and forums where the team can collaborate freely, away from day-in and day-out routines that restrict innovation. Move from time and pressure constraints to open dialogue where new ways of operating and process improvements help deliver outcomes. Remain open-minded about how things are done. Experiments are part of innovation. Set the outcomes required but let the experts advise on how best to achieve them. Many complex projects require multiple phases, iterations and timelines before completion.
4. Use data-driven decision-making and predictive customer insights.
Leverage next-generation data analytics and insights. Organizations have access to a broad array of data sources and through advances in technology, companies can now predict various employee and customer behaviors (e.g., satisfaction and loyalty). Successful organizations use predictive platforms to improve both employee and customer experiences.
5. Be an authentic leader.
Reveal your true authentic character and be human in your interactions. Laugh more and be humble in your day-to-day interactions. This will help build trust and create a positive, forward-focused culture that is aligned to a shared purpose. Observe and learn from others in the organization. Continuing to learn can accelerate not only your personal growth but also your team’s. By serving as a solid role model, you will help others readily emulate your approach. Remember that leaders need to learn to support rather than control.
The new hybrid workforce is a challenge for everyone. However, employees need to be front and center within the organization, as the future of work is all about employee wellbeing. Evaluate internal cumbersome tasks to remove obstacles and redefine operational processes that cause increased strain with little or no benefit. The employee experience is tightly coupled with authentic leadership and active listening to on-the-ground challenges. An empowered, purpose-driven and compassionate workforce will implicitly increase productivity and put the organizations' customers first.
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