How to Lead in your New Normal
Covid-19 created unprecedented disruption in every area of life. Businesses had to scramble to enable their employees to work remotely. Your employees were suddenly juggling work and family responsibilities while working from the kitchen table.
Navigating the chaos and uncertainty created opportunities to become more effective leaders. Managing remote workers required new skills in communication. Supporting employees during this challenging time required empathy. The way work is viewed fundamentally changed. As we emerge from our homes and go back to our offices, employees are requesting to work remotely at least part of the time. Many employers are now planning to have a hybrid model, including remote work options.
We aren't magically returning to "the way it was." The new normal looks a lot different. Your employees are your most important asset. Keeping them motivated, engaged, and productive requires specific leadership skills.
Listen. Each of your employees will have their unique reaction to emerging from their homes and returning to work. Use open-ended questions to understand how they are feeling and reacting to the "new normal."
Watch for behavioral changes. Many of your employees are dealing with internal stress. Covid-19 was a traumatic event for everyone. Some people will be more deeply impacted than others. If your employee is chronically late, missing deadlines, short-tempered, or impatient, it could be a sign that they are having difficulties with the transition. Follow up on your observations, explain how it impacts the team, and help them make better choices.
Go back to your why. Every company exists for reasons beyond profit. Ensuring that your employees understand what your company stands for and why their role is essential will help with engagement and performance.
Keep communication flowing. Ironically, communication in many organizations improved because the teams were working remotely. They learned how to communicate consistently and effectively, experiencing a positive outcome from the disruption. Continue to build good communication into your team's culture and provide staff development opportunities to enhance the skill sets.
Build on opportunities. During the pandemic, certain workplace behaviors arose. Compromise, efficiency, creativity, and compassion became more prevalent among teams. There was a solidarity that came from meeting a shared crisis. These behaviors don't need to go away. They elevate your workplace culture and your company's bottom line. A successful return to work plan needs to include ways to support and integrate these behaviors in the culture going forward.
The "new normal" is different than normal before the pandemic. Organizations had to learn how to react quickly to changing circumstances. Teams had to learn to work together in new ways. Managers were required to figure out how to lead differently. Out of the chaos and disruption came opportunities to strengthen culture, develop skills, and build trust that the work would get done, even if people worked remotely. Continuing to build on those learnings will help to keep your employees engaged and productive. And, your organization will be better prepared to act nimbly when facing any business challenge.
