Whenever there is upheaval, such as during the peak of COVID-19, there is always radical change. The pandemic is seen by some as a once-in-a-generation opportunity to remake society. Our choices today will have a profound impact on the livelihoods of future generations.
So, just as businesses had to change and adapt to the new way of operating during COVID, leaders and their leadership styles also have to change and adapt with the times or risk falling behind. Being kind, compassionate, and empathetic with yourself and others in times of crisis is essential for navigating yourself, your business, and your team successfully.
When facing extreme challenges, proper leaders can prepare themselves and others to not only survive but to thrive. But how do leaders prepare for the challenges of 2022 and beyond?
Leaders Will Need To Connect People With Purpose
Two-thirds of US-based employees reported that COVID-19 has caused them to reflect on their purpose in life. Nearly half said they are reconsidering the kind of work they do in light of the pandemic. To retain talent, employers must help their employees find a sense of purpose in their jobs, or be prepared to lose them to competitors.
McKinsey, a global management consulting company, defines three areas that employers can work on to influence an employee’s sense of purpose and fulfillment:
- What employees do outside of work, such as hobbies, volunteering, and caring for others.
- The purpose employees assign to work itself, determined by whether we make progress on meaningful projects.
- The purpose employees gain from the organization, such as company culture, employee experience, and values.
When you check these boxes, not only will your team be more fulfilled, they will also be more likely to expect meaningful experiences at work and a sense of purpose.
As a leader, the best place to start is to focus on organizational culture, since that’s the ONLY lever we can use! Give people more opportunities to find meaning in their work, and make sure you’re doing it authentically.
Building Career Paths and Driving Succession Planning
Glassdoor revealed that voluntary turnover reached 25% in the US in 2021, more than double the 12% reported in 2018. In April, just under 3.5 million people left their jobs in the US, nearly double the number a year earlier.
Planning is probably the best way to tackle the employee turnover crisis in the long run, by combining career pathing with succession planning. Employees want to know they have more than just a 9 to 5 in their organization; this comes with a better understanding of where they can go (career paths and succession plans) but also how they can grow in their position (learning and leadership development).
Leaders and organizations that provide transparency and clarity around these processes will be positioned as competitive in their markets.
Preparing for Change and Creating an Adaptability Culture
In a world where the rules and landscapes we operate in are shifting so rapidly, the fastest learner wins. This is why, in 2022, leaders need to work on developing their ability to adapt to uncertainty.
Leaders are in a unique position to promote and equip their employees to transition more effectively. It starts with becoming more agile, having more understanding, and being more open to change themselves.
Using The CODE Program
Using CODE, elevate your team to a higher level of productivity, higher performance, and increased effectiveness. Designed to enhance your team, CODE is customized for each team by professionals to produce meaningful changes for the team’s overall success.
To get more information on the CODE Program, contact us today.