📈 A trend I have noticed building – People are burning out. Clients I have been working with are worried about productivity slipping, “quiet quitting,” and attrition in their teams.
I have been reading quite a bit about Management, new metrics and reevaluating employee goals as we enter new territory of the workplace. There has been a unique theory building…
We have known for a while now, companies are telling us to return to in-office work, placing higher productivity, culture, collaboration and more as the main reasons…
🚫 From my perspective as I talk to more and more candidates – I am seeing people resist, framing it as antiquated, reductive, and sometimes even toxic.
✨ The new way✨
Building empathetic leadership and a shift in mentality around productivity and milestones. I have recently been coaching and working with clients on changing their perspective on what they believe is success. The times are always changing, and I acknowledge it is a tough ask to shift focus on something that is not completely tangible, unproven and perceived as risky.
☝ But the great news here is the research is out to help guide us! As more companies experiment with what works best for their teams, there are studies and research that are proving if you change your management mentality, train your team properly, inject new initiatives to be flexible and trusting, your employees improve in a variety of ways including – believing in the company mission more, increased productivity and new, fresh ideas and ownership focus in execution of their tasks.
🧐 Would it be worth a try if you can make everyone happy and be more successful in your teams and business? At least an incremental change to see if you can move the needle with some? It is a big shift, but from my experience, the shift pays for itself.
⚡ A challenge to you – If you are manager or have direct reports –
In your next stand up meeting, or review meeting with an individual contributor, ask how they are doing. Ask how they are liking their work and the company. Ask if there are any barriers or considerations we should be thinking about in helping them grow their careers.
In my experience, understanding people and what drives them to help motivate them is an incremental shift that works wonders in your team that takes ~10 minutes with the right approach.
Link to the inspiration of this post.
There are plenty of other articles and research data out there, please share if you have any ideas, links or theories! I would love to hear from the community on this…
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