Change is on the horizon, if not already here. Many of my clients are bringing 100% of their remote workers back into the office over the next few months, several are creating hybrid models – some remote, some office time – while others are closing brick and mortar offices in part to embrace the “new way of working.”
Some employees will be thrilled with their “new normal,” others will not. Some teams will thrive, others will struggle. It all comes down to how they and you approach change.
What we focus on will grow.
Handling change is a lesson mindset. If we focus on the negative outcomes, the possible fall outs, the doom and gloom – then that is where we will grow. What we put forth we will indeed attract. As a leader, if we go into our “new normal” with a negative mindset, our teams will not only sense the negativity but many will in turn also approach change with a negative attitude.
The secret to helping teams through the upcoming months is to focus on the possibilities and the positive our “new normal” will bring, versus the hardships and roadblocks – although those roadblocks will indeed happen.
Here are some tips:
- Recognize it’s a “buyer’s market” in the hiring world. As the majority of teams were forced into remote situations, companies and employees know that location doesn’t matter – talent does. Being prepared and open to flexibility will be key in keeping top talent. Perhaps a key employee loved working from home – yet you prefer them to be in the office – offering a flexible hybrid workweek could be a workable solution and a great compromise!
- Employee Mental Health is at the forefront. CEO’s who remove the stigma of “mental health days” and embrace supporting team members with therapy, coaching and flexible work schedules to improve work/life balance will win the change battle more so than those who don’t.
- Include teams in transition conversations. Asking team members what will help THEM through any upcoming transitions versus assuming what they need or want, will go a long way towards getting to “Team Happy.”
- Avoid “Because that’s how we’ve always done it.” Take a hard look at performance metrics over the past year. If you have an employee who thrived in the WFH environment – and they love it – let them stay there if you can. Exhibit trust in your staff. Instead of that in-person mandatory Monday morning team meeting that no one likes, and probably isn’t all that productive, but makes you happy – try doing a quick 15-minute phone check in or zoom meeting.
Your employees know what’s working for them…and what isn’t. Welcome and embrace their feedback, bring them into the conversation, and learn to be flexible. When you as a leader focus on those key elements – your team will grow in a positive light, they will also appreciate the gesture. The timing for these workplace adjustments could not be more perfect.Tags: buyers market, Change, growth, hybrid work model, mental health