My Top 5 for 2022

2022 is coming to a close – it’s been a breakout year in some respects: many areas lifted Covid restrictions, we began to travel and meet with people in person again, the talent market was hotter than any I’ve seen in my career and there were seismic shifts in the employer-employee contract.?As a year-end round-up, here are five things I spent time reflecting on and writing about this past year.

I hope you’ve found the newsletters to be valuable and that your holidays and new year are safe, healthy and restorative!

1. The personal and professional were always constructs - we just couldn't see it.??Organizations spend tremendous efforts and resources to measure and improve employee engagement; moved to motivate their employees as workers, not as people.?William Kahn had the right idea a long time ago - at work, we should be engaged in ways that speak to the truest parts of our selves. But over time, organizations moved to motivate their employees as workers, not as people.?Shifting back toward the original personal engagement model can help leaders connect, empower and retain their team members. Employee engagement vs. personal engagement?
2. Quiet quitting was actually a loud cry for change. This trend was anything but quiet: it was a collective cry for a change of attitude in the workplace around how the role of work fits into our lives.?What’s really behind quiet quitting?
3. Goal setting should be 52 sprints – not annual marathon.?Organizations have been abandoning traditional performance management, but many still place a heavy focus on annual goals. Borrowing the “sprint” concept from tech, leaders can provide a goal setting format that is more immediate, attainable and allows for course correction. Implementing Strategic Goals for Organizational Success (hbr.org)
4. It’s time to meet your people where they are. If we think about it, the way we used to work – expecting everyone to excel and conform to a uniform workplace and leadership style – was never the answer. And this year has taught us that people are balking at this idea more and more. What would work look like if the way we manage was as personal as the person we manage???What’s your work culture like? Depends on who your boss is, Attracting and retaining employees article?
5. Leaders need coaching and support, too.??Leaders, just like the rest of us, need to embrace the vulnerability, boundary-setting and growth-mindset that we look for in our teams. This is how leaders improve and avoid burnout, and also how they avoid the employee exodus that some organizations have seen in response to leadership’s actions. Patricia Carl Of Highland Performance Solutions On The Labor Shortage & The 5 Things We Must Do To Attract & Retain Great Talent | by Phil La Duke | Authority Magazine | Medium

?#2022 #2023 #yearinreview #leadership #quietquitting #goals #engagement