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Every organization on the planet is facing a future that will create changes to work and the workplace they haven’t had to address before. At this moment, I believe all organizations fall into one of three groups:
- The “unchanged” – people have continued to work onsite, due to the nature of our work.? Nothing has really changed for us.
- The “change is coming” – we have or are planning what the future workplace will look like.? Regardless of whether that future means fully remote, fully back onsite or some hybrid, right now people are still in a pandemic holding pattern.
- The “we’ve changed” – we have been through the work-from-home phase and have implemented our new future. We are in our new normal.
Regardless of which group your organization falls into, there are five things that should be at the top of your agenda for the rest of the year (and likely beyond). While I urge everyone to read and consider what follows, especially if you are in the first group and think you are immune, you owe it to your organization to read on – and act on what you read.
- Mental Health. The last year and a half has been hard on many people for a variety of reasons. As leaders you likely aren’t mental health professional – neither am I. But we must recognize that the changes in our society, in our ability to move freely and connect with others, as well as the anxiety caused by the widespread uncertainty, as well as the virus itself have been hard for people.? Maybe you understand completely.? If you haven’t felt it, you might be downplaying or ignoring it. If that is you, perhaps you need to acknowledge this the most. As organizations we must recognize, acknowledge, and support our team members and their mental health. When people are at their best, they can perform at their best.? More importantly, when we help people with these challenges, they see our organization in a more positive light. Doing the right thing here helps both individuals and the organization in the short and long term
- Onboarding. Chances are you have onboarded new team members since the pandemic began. Chances are you had to adjust your approach to that onboarding. If you adjusted during lockdowns, take time to learn from what you tried.? Update your processes based on your new best practices.? If your organization will remain hybrid or remote, move your processes beyond the stop-gap changes you made in a hurry – now is the time for real process improvement.? And if everyone is still on premises, chances are your onboarding could use a refresh anyway.? Building great onboarding processes is an employee retention effort – treat it and think about it that way.
- Communication. I’ve been working with leaders and organizations for 30 years. Every organization, regardless of how strong or successful, has room for improved communication. As we live in times of organizational and personal uncertainty the need to clear communication is higher than ever. Leaders must share what they know. Leaders must engage groups in dialogue and share what they hear upward too. The additional needs for better communication on hybrid or remote teams has been well documented, and yet still not effectively implemented.? The organizations that get better at communicating in all directions in their organizations will be the winners in the war for talent and in the marketplace.
- Commitment.? Having lived through this pandemic, many people are seeing their work through a new lens.? More than ever, they are seeking and yearning for work they can be committed to.? Commitment comes from more than the work itself, but how leaders interact with, engage and value those team members.? While wise (and successful) organizations have always valued committed team members, the bar for that commitment has been raised.? Organizationally it is time to develop leaders who lead for commitment, and not simply compliance, and to develop organizations that strive for and expect higher levels of individual emotional commitment to the work.?
- Culture. As the world of work and the expectations of work change, your organizational and team culture is changing. The question for organizations is what is the culture we desire? What can we bring from our past forward, what have we learned in the last 18 months, and how can we mix those together with our best aspirations to create a powerful culture for everyone?? Attention paid to the previous four factors will be a part of this effort but creating a conversation about the culture you desire is important work as we emerge from a pandemic and face a new future of work.
I’ve written this from an organizational perspective – yet there is work here for you regardless of your role.? If you agree with some or all of these ideas, share this with others to create conversation (and hopefully action) in your organization. If you are a senior leader, share it with your peers.? If you are a leader in the middle of the organization, share it with your team and start working on these items locally (you don’t have to wait for senior leadership). And if you are a team member, share it with your boss as a chance to show your commitment and willingness to help focus on these important things.?
Regardless of your work situation or history, the future of work is changing.? Focusing on these five factors will help you and your organization navigate the changes more successfully.
Enjoy the rest of your week – and the links to the resources below that will support your preparation and learning.? One or more may be just what you need to help you create Remarkable Results.
p.s.? Each week we produce the free Future of Work Newsletter.? If you want more practical ideas for remote and hybrid work, and what the future of work will hold, you can subscribe (for free!). It is one more way we are helping you get Remarkable Results.
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