Great leaders know how to address the hopes and fears of employees in changing times!

Background

Rapid technological & sociological changes are affecting how we solve problems. Employees are finding it difficult to insulate themselves from the onslaught of information, affecting their ability to focus.

Workplaces have become multi-generational (Boomers, Gen X, Millennials, and Gen Z).

They are seeking constant adjustment in communication and working style amongst employees.

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What can the leader do?

Change has been the only constant since time immemorial. I will share three time-tested recipes with additional flavors, garnish, and bold plating.

Build consensus and set the tone

Great leaders are good at building consensus. 

MLK created imagination and garnered support for the civil right movement

This is all the more important today. There are too many variables, too much information, and too many viewpoints. Decisions taken in isolation do not go well. It is a hard act for leaders and managers, but persist! 

Share the decision-making process with teams, and describe the conflict that needed resolution - be authentic!

A collaborative culture will emerge. You will see a reduction in serious conflicts and anxiety levels at work. Change initiatives will see increased success rates.

Communicate vision as well as details

Give employee communication the same importance as reviewing performance with bosses!

Sharing organizational updates and key KPIs (Key Performance Indicators) with greater regularity has a positive impact. This is in addition to sharing the organization's vision. 

Employees want to hear from the leader. This is just a reality of the modern workplace. They will celebrate if there is a good quarter. They will understand why the company missed the mark. Engage!

Employees will be able to relate their contribution to the company. They expect their leaders to be grounded and visionary at the same time.

Employees will feel invested in the company's future. They will know what is truly important for the company. Expect an uptick in execution speed and increased energy at the workplace.

Create space for specialism

Cooking great food is a cornerstone of a great restaurant!

Not everyone wants to join the C-suite or become a manager.

Yet, unwittingly, HR tends to focus on management and leadership. This is understandable. There is always a demand for good managers and leaders & developing internal talent is an idea worth pursuing.

Specialist training has become self-service through online learning platforms. While well-intentioned, this content lacks context and practicality. Further, the availability of high-quality content for non-technology skills remains an issue.

Revisit the reward and recognition program and identify your experts. Celebrate them, pay them well, and make them stars!

As Richard Branson famously said - Take care of your employees, and they’ll take care of your business. It’s as simple as that.