It would be difficult to find a person who doesn’t long for ‘the old days. The normal lives we lived had routines and practices with which we were all comfortable. Whether we liked every aspect of them or not, at least we got up every day and carried on with our routine. We knew what we had to do and what was expected of us … whether by others or ourselves. Of course, I’m not talking about decades ago. In fact, these routines and the related comfort with them only went out the window about 7 months ago.
So much pertaining to our lives was turned upside down and inside out including the workplace. For many people fortunate enough to still have a job, they were relegated to working from home which, by itself, was the cause of much upheaval in that known and comfortable routine. Working from home … often with other family members present … was a challenge with which most had little if any experience. On the other hand to those whose jobs went away, the concern and turmoil created has upended some lives as never before imagined or experienced.
With the changes that have been imposed on employer and employee alike, it behooves us to willingly shift our ideas of what’s possible after the curve flattens. How to encourage and develop the loyalty on which any organization depends in both directions is the challenge. This first of a two-part blog will first address changes that organizations as employers must consider. How do they devise ways that allow them to bring people back to the workplace in a fashion that lets the business to progress and also keep all on the team safe given the realities of this ‘new normal’ world.
What Loyalty Will Look Like from the Employer or Boss
For businesses who have been able to stay afloat or even thrive during the pandemic they have done so by allowing or even requiring that employees work from home when possible. In moving forward there are things a business is going to have to recognize and incorporate into how they operate in this new arena. Diana Vienne is a senior partner with Notion Consulting. In an article penned Fast Company she has aptly identified five changes that organization will need to consider and embrace for them to get employee loyalty on which a good portion of their success depends. They are as follows:
- Allow for a virtual workforce
Just because the company has devised ways to open and still maintain safety doesn’t mean that all employees will be able to return to an office environment. Having children at home who are virtually attending school remains one reality. Thus, and because the organization has been able to function with a home-based team for several months, is there really the need to change? Probably not unless the organization simply wants life to be what it was way back when ‘in the old days’.
- A willingness to judge progress on output rather than facetime
Being the first one in the office and the last one to leave is no longer a measure of commitment and performance. In a post-COVID-19 world, employees will be measured on what gets done and the value of their work rather than on the individual tasks and the time it takes to get the work done. Leaders will need to provide clear, outcome-driven expectations enabling employees to deliver on goals successfully. Such a focus rather than specific tasks needs to happen. - Recognition of the need for a work-life balance
The idea of expecting employees to work a nine to five workday is just unsuited to the demands of the workforce that will emerge from the COVID era. Flexibility in allowing the employee to accomplish their best work while meeting individual needs can be a positive motivation to team members. To the extent the leaders themselves demonstrate such a model enables this to become a part of the company culture. - Revamped channels of communication
COVID has forced upon organizations a change in the method of communicating. For several months communicating has been significantly altered. No more just popping into another’s office or cubicle to give or get input. It has often required some advance planning to set up a zoom style meeting or even atelephone call. Employers will need to provide employees with the tools and training they need to operate effectively. Likewise, they will need to use an effective format to spread needed input that will allow for successful outcome of efforts being made. - Increased Trust and transparency of and with employees
Being able and willing to trust employees to do what they are expected to do is a key element of establishing a
successful environment in this new work world. And in order to reinforce the loyalty that is needed for success, the employee will need to feel this. Understanding and support must go in both directions which requires good listening and empathy of and for all.
Leaders that demonstrate these qualities and officially recognize excellence in their people will earn greater trust and loyalty from their employees. Leaders who seize this mindset now will be better prepared to engage employees for the long term, regardless of the external environment.
Mike Dorman
Coming: The next blogpost will address required changes of the employee in order for them to receive and maintain loyalty of their employer. Regardless of the job being for one’s current employer or a new one given the need or desire to find new employment, a willingness to accept and adapt to the revised ‘normal’ makes a solid footing within an organization achievable and realistic.
pandemic in general, and mask-wearing in particular, has become so politicized, it’s hard to not have opinions about what one sees—one way or the other.Whether or not you wear a mask doesn’t only have a direct medical effect on those around you in terms of potential viral spread, but it also has a social effect when it influences what others will do. If someone sees lots of people wearing masks, they are more likely to also do it. If they see few people wearing masks, they are less likely. Some of this may be related to not wanting to stand out. But also, because masks are so visible, it’s an informal survey of how others feel, which consciously and unconsciously influences our own opinions on the matter.
else is doing something and seemingly unharmed, then it’s probably OK to do it. Overall, this tends to work, but not for risks that take time to show their negative consequences (e.
Because there are so many different things that can take us down this road the question becomes what we can do about it? Just like the roller coaster, this kind of ride becomes uneven, distracting, definitely unproductive and, ultimately, just boring as in here I go again. The good news is once we acknowledge this is an issue for us at any given time, we can definitely do things that minimize this unwanted ride and help us to maintain motivation, enthusiasm and drive we want and need to reach the goals that we have set for ourselves.
only get better results but your self-respect, self-image and personal motivation skyrockets. This commitment to excellence must be adhered to regardless of the mediocrity of the people around you. You are choosing to be outstanding no matter what.
ourselves as the latter creates a conflicting self-image when we experience some failure in the course of daily work. Viewing ourselves as ‘unstoppable’ allows us to remain positive and effective even when we experience real and inevitable obstacles that intercede in our daily lives. It’s worth a try. Write the word ‘Unstoppable’ on a Post It note and put it where you can see it every day, so that it remains in your conscious mind.
‘grab’ something at their desk rather than seeing it as a necessary break that serves to reinvigorate them so that their afternoon is as productive as the morning. It has little to do with how much you eat … or even if you eat. Rather it’s a recharge that serves to be anything but a luxury.
as diligent at operating in a different venue brings the benefit of recharge and regeneration that can actually make the work effort easier and more rewarding.
The bottom line here is that it would be extremely difficult to find anyone we encounter who won’t agree with being ‘over’ this. And this is where we run headlong into the problem. As we realize we’re done with this and move to take back the life we want to live, we individually resume doing the things that serve to prolong this sad situation. And yet, if you have spent any time studying our country’s map and how each state is doing you must notice that after 6-7 months, we do not seem to have flattened any national curve. In fact, it is rising, and we have been warned to expect even more as we move beyond summer.
what you love and success will come’ eminates from. Then make a list of those joyous moments. Try to think about whether these instances also allowed you to practice a skill set or an innate talent. If the answer is yes, you have all the clues you need right in front of you. Look for opportunities that match these recollections of joyful experiences that allowed your talents to shine through effortlessly. Once you have this clarity, write it out. ‘My purpose is to do X’. This will allow you to lead with your purpose during the job search and interview process.
progression and even considering new directions you might move toward. The downtime created by social distancing measures have also provided the ability to take online classes to learn new technology or improve existing skills. There is evidently less emphasis in finding job applicants whose skills are strictly aligned with a particular job or past experience.
Both hiring and interviews are definitely happening and so is hiring. More companies are going to be in need of people and those seeking the work should be more flexible in what the new job will look like. Debora Roland, a VP of human resources at CareerArc knows that interviews are still happening and so is hiring. A growing number of companies are going to be in need of people. Position in technology, digital entertainment, online learning, essential services, and healthcare. These industries are all hiring and actively seeking candidates. Roland suggests one must “Be open to new industries and opportunities,” Roland said. “Do your research to explore how your background can add value. This is an opportunity for candidates to grow in their careers and add new skill sets and knowledge to their current backgrounds.
Simply stated … conducting the search and seeking out the opportunities are just more comfortable at home. Phone conversations and various forms of ‘chat’ are easier in this environment rather than sneaking out of the office.
In many ways it appears that we are stuck with having to contend with COVID-19. To what extent we follow recommended guidelines to a healthier and safer existence is ours to individually make. However we do not have to be stuck in the choices we make as to how we want to emerge from this situation. We can choose if we will allow our curiosity to lead us to exploration of options and opportunities that circumstances may now be knocking at our doors. Plato said that necessity is the mother of invention. Our necessity here is that we must live with all of the meaning and impact of COVID-19. If we allow it, perhaps it becomes the mother of our personal re-invention.