Employees have been dealing with uncertainty and doubt during the years of pandemic. We have already even stopped counting how many. When will I be returning to the office? Will it be secure? How would it feel to go to the office daily? Would I get my promotion still working remote?
As COVID was coming back again and again, business officials’ best-laid strategies for resuming “normal work” were repeatedly derailed. Almost every company has set a return-to-office date, cancelled it, announced a new one again, and then gave up on it again.
As the year approaches, employers may have a sense of déjà vu as the health-care crisis worsens, but there is some “good news”: We are facing “unprecedented conditions,” when executives have to evaluate their prior efforts and focus on the policies and initiatives that genuinely created significant and measurable benefits.
Companies that learn from their mistakes will be able to better equip their managers to adapt to the new laws of hybrid work. Those who do not comply will pay a high price. Here are some ideas how the workplace will change in 2022 and how companies should adjust to get the most out of their employees.
From the Individual to the Team. Focus on the Team.
Nowadays team culture tends to be more important than individual effort. Focusing on a team rather than individual efficiency may increase productivity. According to the People Analytics team, concentrating on team performance rather than individual results might increase productivity by up to 21%.
Companies spent out in couching, digital integration, and job monitoring throughout the pandemic, yet the amount of burnout employees simply grew up. Why did this happen when everyone wanted to work from home before pandemic has started? The problem is not only with the individual, but also with the team, which may be lacking in support, communication, and understanding among the members.
Leaders will face a “tool apathy”. Narrow the usage to the apps which impact can be measured.
Over the last two years, executives have provided assistance to their teams through whatever legit digital application they find. In 2022, it’s clear that giving A SOLUTION – and giving A SOLUTION THAT WORKS – are two very different things. Employees got tired to receive another ping or a reminder about new programs that didn’t do anything to improve their lives.
Keeping this in mind, effectiveness and simplicity will take precedence. Leaders would have to concentrate their emphasis to the apps that create quantifiable change. More effort, less fuss.
To accomplish success, there is a proclivity to combine complex analysis with fundamental support.
Hybrid work complicates processes to the point that general solutions fail. Instead, leaders must investigate the particular barriers to development and productivity that exist inside each of the teams. And once found – offer step-by-step support. Suggest what makes the real difference for a burnt out individuals.
For businesses it is still not too late to look back, learn from mistakes, and alter direction, as we have all done throughout history.