Every one of us believed that everything would be back to normal by this point two years ago. In 2022, things would be back to normal after the trauma and disruption of the past few years. Few of us anticipated the level of disruption we are seeing today. While businesses might thrive in turbulent times — after all, earthquakes uncover gold resources — most individuals do better when they have a clear understanding of what is happening and what will occur next. And they’re relying on you for answers. Answers have a limited shelf life in a world where the Great Resignation is sweeping the nation, consumer spending is at an all-time high, supply chain and inflation are on high alert, and new coronavirus mutations, AI breakthroughs, and Web3 lie in the wings.
When faced with a situation where you don’t know what the outcome will be, it can be difficult to accept the fact that you have no control over the outcome. The leadership acts that have been experimentally shown to stabilize and assist businesses prosper should be relied upon. Communicate frequently and openly; grow your managers; and promote the well-being of your team members. Specifically, if you do these things well, your business will be better equipped to deal with change and adapt to it.
Be Straightforward and Communicate Consistently
It’s possible that a lack of information is to blame for the lack of communication. When it comes to authority, it’s easy to get caught off guard in today’s business climate. As a result, leaders may be reluctant to speak up for fear of saying something incorrectly. Employees are left in the dark regarding the organization’s future, which is understandable. When there is uncertainty, people become anxious, and this anxiety has a negative impact on their ability to function.
Communicate frequently and openly to alleviate any lingering concerns. To get the most out of your message, you should use as many words as possible, even if you must repeat yourself. When you can’t give reliable answers to business issues, talk about your company’s culture, and aims to show others that you care about them. Those are important business concerns. You may inspire performance by communicating the aspects of engagement and creating social norms that support your company’s resiliency.
Improve & Empower your Managers
Keeping in touch with employees and reassuring them that you’re there for them is the best way to show them that you’re on their side. Keep in mind, too, that your managers are the ones that show the way every day for their employees. In the past, they’ve done so by adjusting instructions, workplace norms, and administrative responsibilities, while balancing employees’ mental and physical health against harsh targets and evolving federal and state COVID-19 rules.
And because of the increasing incidence of resignations, many managers find themselves doing more with less and less. It wears you down.
Investing in managers now will pay dividends in 2022 if you prepare them for the challenges they will confront. Few were prepared to handle the unique challenges of a hybrid office. Most managers are clueless when it comes to maximizing the potential of their personnel. It pains the manager as well when a member of their team is harmed — whether it’s due to illness, family issues, or a lack of abilities.
Managers, on the other hand, require a distinct set of resources because their teams’ needs have evolved. Giving managers more control over their resources and aiding them in identifying their own needs leads to better results and fewer conflict. It will also assist employees in coping with change, lessen their anxiety, and enhance their general well-being, all of which are commercial imperatives, as is painfully obvious.
What’s Next?
Communicate more frequently and effectively, train managers who are well-prepared, and turn your company’s well-being into a business priority, all with confidence that the results will improve. Leaders will have to deal with these issues soon. This is the only thing you can be sure of when everything else is in doubt.
