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Five Ways Leaders Can Navigate Workplace Transformation

Forbes Human Resources Council

Noelle Federico is CEO of Delta Hire and founder of youth literacy nonprofit A Generous Heart and consulting firm Fortunato Partners, Inc.

The pandemic—and all its ripple effects—woke us up. It put tremendous pressure on every company, institution and relationship, revealing cracks as well as steadfast structure. All that stress, which has been compounded by both the Great Resignation and the recession, also unveiled the opportunity for leaders to reassess and create a better workplace.

While the nature of how we work has changed, what makes a company survive in the face of a catastrophic event has not. Bottom lines still matter, and employees determine just how great that balance sheet looks. Transforming a company in difficult times means strengthening your team one job—a.k.a. one person—at a time. As companies seek new employees and work to retain existing colleagues, this new landscape presents remarkable opportunities for leadership.

Put Employees First

Taking care of employees, first and foremost, sets your business up for success. If you loved your job before the pandemic, you didn’t leave it. So, for those who jumped ship during the Great Resignation, priorities clearly changed. Employees learned how to work remotely and how to be intentional about their time, and they stuck by employers who effectively valued their work, time and goals. Companies that weather whatever storm hits them tend to be workplaces that possess great leadership and are inclusive, diverse, equitable and welcoming.

Leaders need to take the time to understand the expectations and cultural norms of each generation and how they differ. The values haven’t changed. For example, loyalty and authenticity are values that cross generations. However, there are nuanced ways to include all demographics in the workplace. In other words, it’s best to leave any biases out of the office (even hidden biases can easily offend) and meet individuals where they are.

Create An Effective Leadership Structure

Employees should feel connected and valued, not lost in a massive department. The old-school idea of one department head managing a cast of hundreds isn’t a realistic way to create a strong corporate culture. Small-group management is far more effective than a top-down leadership structure. For leaders to guide, nurture, motivate and empower colleagues, they need to be able to connect to each individual. By grouping employees into teams of no more than 15 or 20 people, leaders can effectively manage each employee. The intent of a smaller team approach is to strengthen cultural fit, not to micromanage.

Nurture Good Leaders

Smart companies with agile leaders understand the subtleties of generational differences. They also understand that leading with kindness is paramount to success, and they pour resources into nurturing leaders at every level. Good people don’t always know how to lead. Investing time, energy and resources into leadership training, while also leading by example, could pay off.

As leaders, it’s vital we practice what we preach. For example, leaders who promote empathy should have their doors open to colleagues going through a tough time. Leaders who demand punctuality better be there on time. Leaders who don’t “walk the walk” are quickly exposed in a digital world, where most vetting can be done with a quick Google search. The worst thing you can be as a leader is a hypocrite. Managing a team is an opportunity to drive home vision and values while creating an environment where you’re fostering future leaders who will emulate those same values.

Part Ways With Toxic Employees

The Great Resignation forced us to rethink how we work and what motivates employees. Recessions, on the other hand, provide a tight-budget-induced sink-or-swim test for all companies. With resources at a premium, now is the time to reassess products and services, perhaps remarket or rebrand and, most importantly, determine how best to outlay capital. In terms of staffing, it may mean the moment has come to weed out toxic employees.

As Brené Brown puts it, “Clear is kind.” So, are your employees clear and kind? Do you have people who are committed to the culture? It’s kinder to ease an employee who is not a good fit out of a position (with an appropriate severance package, of course) than to keep them on board. As the adage about the bad apple goes, one toxic employee can negatively affect the entire staff. Conversely, great employees, who feel valued and mesh well with the company culture, can empower and motivate others in a positive and productive way.

Don’t Panic—Come Up With A Strategy

Leaders do not have the luxury of panicking. Whatever challenge is at the forefront, leaders who approach an obstacle as an opportunity and create a strategy to find a solution tend to be the most effective. There’s no need to stick your head in the sand. However, dwelling on what’s wrong or what could go wrong is a waste of valuable time and energy. Furthermore, your team will emulate whatever demeanor you present, whether it’s a Chicken Little-style “the-sky-is-falling” approach or a calm, measured and practical attitude.

The Upshot

When stressors like the Great Resignation or a potential recession reveal an organization’s cracks, it takes good, committed employees to shore up those weaknesses. Companies survive in troubled times because they acknowledge that new perspectives, even when unexpected, aren't always a bad thing. It may in fact be an opportunity to create a better workplace. Leaders ensure a solid foundation by putting their employees first, developing great leaders through an effective structure and weeding out employees who are not a good cultural fit. Workplaces thrive when employees and company culture matter—and thoughtful, kind leadership holds it all together.


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