The Good, the Bad and the Ugly

Like many fellow citizens, I am reading today how our lives might be different in October and November 2021ànd I found myself reflecting on nearly two years of this pandemic. I believe the next few months will be the biggest wake up call for management and leadership as millions of people reflect on how they were treated by their Organizations through challenging circumstances . I am sure that in the work environment you have experienced the good , the bad and the ugly, but mostly good I hope. In any event, I encourage all readers of the article to take some time out in the next few weeks and invest some quality time in yourselves and reflect on where you are and where your career is heading. Why the call to action ?

Gallup's State of the Global Workplace 2021 Report, shows that 14% of the Global Workforce is engaged but 71%of the global workforce is not engaged and 15 %of the Global Workforce is actively disengaged. 80% or 4 out of 5 people are is some state of disengagement. These are astonishing numbers and are usually a precursor to a seismic shift in talent pools when economic conditions improve in 2022. High Performers who have not been treated well have already made their minds up to reboot their careers somewhere else . Many will follow.

I have included some statements to what typically drives high engagement which might help you reflect . You might score from never, rarely sometimes ,often , always . You will be able to draw your own conclusions .

1. Throughout the pandemic, I experienced empathy and compassion from my manager / leader. I was regularly asked about personal challenges and offered help in many small ways.

2. My manager / leader showed vulnerability by openly sharing how they were coping /not coping themselves with the pandemic .

3. I felt my manager / leader trusted me more and pushed me for results less. I did not feel micromanaged.

4. I experienced more autonomy, not less and I felt comfortable and safe in seeking help from my manager / leader when I was not coping for whatever reason.

5. I was actively encouraged to take time off work , and to invest time in my health and well being and the important relationships around me.

6. My manager / leader spent regular time checking in with me and building morale

7. I have clear expectations of what is expected of me at work and my manager / leader holds me accountable through coaching conversations.

8. My manager / leader seems to genuinely care about me and regularly recognises my work.

9. Notwithstanding the challenges of working from home, my manager / leader ensures that I continue to learn and grow and in the last 6 months has discussed with me my progress and career development.

We are ultimately responsible for our careers but in my experience, many of us do not invest enough time in this key activity. If I can be of any help in a coaching capacity, or you simply want to talk something through with an independent professional, please contact me .

Phil Crenigan