Achieving Your Future of Work: Transformation, Time, and Trust

As we modernize the landscape of work, transformation is an uneven and often demanding journey that requires energy, time, and resilience. As leaders, we understand that transitioning to new ways of working is not easy or obvious and transformation is a multiphase evolution. There will inevitably be dips in productivity along the way as iterations allow individual teams to explore optimal workflow and configurations. Building and sustaining trust with employees during the process is paramount or productivity is undermined and success unassured.

Proceeding with Patience

Transformation cannot happen overnight. We must embrace the reality that successfully integrating new ways of working requires patience and perseverance. Expecting immediate results can lead to unnecessary pressure and setbacks. Executives may make assumptions that the efforts to implement a fixed/structured hybrid or fully remote model are ill-advised when marketplace uncertainties are presenting enough challenges.

Recent media articles reveal many senior leaders’ frustrations with new working models. These reactions could be alleviated by recognizing that new routines take time to be established and reap the many benefits—including operating flexibility that enables employees to respond more effectively to changing business needs. Therefore, acknowledging that we are in the midst of a many month—at least one to two year—long transition, we can approach the process with appropriate tolerance and patience.

Dealing with Glitches

During periods of transformation, it is inevitable to experience dips in productivity. As each employee and team adapts to new technologies, processes, workflows, and habits, some temporary declines in outcomes are unavoidable. It is crucial to approach short-term drops in results with resilience and a growth mindset.

Rather than viewing any downturns as failures or indicators to retract policies or reverse course, these moments are expected markers for review and revision. Treat these as opportunities for learning and improvement to tweak and improve different elements of new routines. Encourage open communication and provide support to help individuals and teams navigate these transitional phases. By fostering a culture that embraces learning from setbacks, your team and company can keep improving responsiveness, performance, and outcomes.

Fostering Trust

Trust is the foundation upon which successful transitions are built. During times of transformation, employees need to trust that their leaders are proceeding with the company’s and their best interests at heart—making informed, logical, and inclusive decisions. In tandem, employers need to trust that their employees are committed to the journey and are contributing their efforts and expertise. Lack of trust typically undermines relationships, reduces engagement and therefore productivity, as well as generating resistance and discord.

To foster trust, transparency and open communication are paramount. Keep employees well-informed about the transformation process, providing clarity about goals and objectives, and addressing question, concerns, and doubts. Involve employees in decision-making wherever possible, encouraging a sense of ownership and empowerment in the process. Celebrate successes and recognize efforts along the way, reinforcing a culture of trust and appreciation.

Onwards (with adjustments) & Upwards

As we navigate the transformation journey, since iteration, adjustment, and continuous improvement are necessary, be mindful of the pace at which individuals and teams adapt. Ensure leaders and managers at all levels can provide the necessary support and resources to facilitate employees' progress. Forcing or rushing any phase can lead to burnout and a lack of thorough—ie effective—implementation.

By embracing time as a valuable asset and allowing for thoughtful advance, we can lay a strong foundation for lasting, beneficial change. Transformation, time, and trust are interconnected elements that shape and support our journey to modernize the many interdependent dimensions of work. By recognizing that transformation takes time and patience, embracing dips in productivity with resilience, and building trust among teams and between coworkers, we can navigate the process more smoothly and achieve success more easily. Let's remember that the journey itself is as important as the destination, and by fostering a supportive and trusting environment, we can unlock the full potential of our teams and organizations.

If you are interested to find out more about the new era of business and work, modern mindsets, human-centric ways of working, and much more, please check out my book “Empathy Works: The Key to Competitive Advantage in the New Era of Work ”. Trust, flexibility, adaptability, and empathy are core skills included in my LinkedIn video course?The Future of Work: The Necessary Skills of Your Future Workforce . You might also be interested in my popular podcast “Transforming Work with Sophie Wade ” coming up next are episodes on transformation at scale with an employee ownership model as well as how much more you can learn and benefit by (truly) listening.