Work is changing. Don’t get left behind.
Leadership

Work is changing. Don’t get left behind.

The world is changing, and so is the workplace 🌍 👔  From witnessing The Great Resignation, it is clear that now, more than ever, employees are seeking more from their jobs and the world of work is changing. Employers may be quick to assume a pay rise is the antidote.  However, in 2022, money is […]

October 1st, 2022
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Abby.

Founder

A search expert making key hires for over twenty years.

The world is changing, and so is the workplace 🌍 👔 

From witnessing The Great Resignation, it is clear that now, more than ever, employees are seeking more from their jobs and the world of work is changing.

Employers may be quick to assume a pay rise is the antidote. 

However, in 2022, money is not enough.  

A recent report from McKinsey tells us that today, leaders must learn to adapt and evolve if they want to retain their key people and attract new ones.

 

So, how can you keep your employees happy and motivated in today’s workplace? 💼 

 

Let’s look beneath the surface 

Employers may assume that employees will only leave for salary or work-life balance related reasons. Although these are true, there is always more going on. 

Now, more than ever, employees are asking lots of questions: 💬 

  •  Am I part of a team that I like to work with? 
  •  Do I have a level of flexibility I need within my role? 
  •  Are there career growth opportunities for me? 
  • Do I have a sense of belonging within my organisation? 

 

You are human, and so are your employees 👩 

They appreciate being heard, respected, and valued, and the pandemic has only further emphasised the importance of job satisfaction. 

In 2022, more care and attention need to be put into nurturing employee wellbeing. And we are not just talking about online yoga classes.  

 

Step away from the old way and reinvent 

As we know it, the Industrial Revolution was the transition from field to factory 🌳➡️🏭 

It introduced an ‘economic exchange’ system where workers were paid a set salary to do what was asked of them – creating a purely transactional arrangement. Initially, this looked like a 140-hour, 7-day working week. However, productivity was poor, and workers rebelled 🚫

So instead, a 5-day, 40-hour working week was introduced – known today as our 9 to 5 🕘 

Pre pandemic, most of us would associate work with going into an office, 5 days a week, 8 hours a day. 

 

From this, we may ask ourselves:  

 

 “Why don’t we just revert to the pre-pandemic working week once COVID is under control?”

 

But, once we pause and stop to think, we would realise that this would mean returning to a working week originating from the 18th century. 

 

 Why would we automatically revert to a working week more than 200 years old?

 

The pandemic prompted us to re-evaluate the world of work, and more changes are on the horizon. A “new normal” is emerging – employees want more hybrid or remote working opportunities and are seeking more from their company and role. 

Employees increasingly want to know: 

  •  Who is the company? 
  • What do they stand for? 
  • What is their culture like? 
  • What are their people like? 

 

Employees also want to ensure they will have a good work-life balance. They want to know that their organisation will fully support this and take the action needed for this to happen.  

Only addressing employees’ salaries will not address any of these questions.  

 

Yes, a competitive salary is still important, but in 2022, it is simply not enough. 

 

3 small steps for leaders to take 

To respond to employees’ wants and needs to keep them happy in the changing world of work, adaptation will be a key skill for leaders leading in 2022 and beyond.

1) Look at your company’s exit patterns. Why are people leaving? 🚶 

Unrealistic workload? Poor management? Lack of opportunity for career growth?  

2) Take the time to identify trends.

Use this insight to start to think about how you could change. This is where adaptability comes in – it’s time to start being open to different or new ways of working. 

Could your employees work four days a week? Could you even offer job sharing?

Could employees be given more remote working opportunities? 

3) The solution is always often closer than you think.

Speak to your teams and use your 121’s to find out more. Listen, look for blockers, ask for ideas, be open, be flexible, and start adapting. 

 

At the end of the day, seeing work output you are happy with is what’s key 🔑 – it’s about the quality of work your employees do rather than the time spent at their desks  

If employees can reach these work targets in ways that keep them happier, why would you not consider using these instead? 

 

As well as adapting to your employee’s needs, ask yourself: how often do you check in with your employees? – do you know how they really feel? Employees don’t want to feel like part of a transaction. They want to feel like they have a sense of purpose and identity within your business. 

Making a point of checking in with your employees will enable you to use this to tailor their experience at your company and actively accommodate to their needs. 

 

By taking the time to understand and adapt to their employee’s needs in 2022 and beyond, leaders can have more confidence in retaining the people that make their business a success. 

 

“To win in the market place, you must first win in the workplace” 

 – Doug Conant

 

To find out more about how to focus on your brand, get in touch today.
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Yellow Bricks is a female-owned and led executive search firm hiring predominately for software companies with diversity and inclusion at the heart of our offering. To learn more, click here.
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