Leaders will need to adapt their current ways of doing business to meet the new demands of their constituents — both employees and customers.
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Remote work can be beneficial to employees and organizations alike, resulting in increased levels of morale and productivity — but it isn’t a walk in the park. At times, working remotely can be difficult, stressful and lonely.
Too soon for COVID-19 jokes? Yes. Too soon to start ignoring government guidelines? Yes. Too soon to start booking your next overseas holiday? Yes. Too soon to start planning for your team to regroup? No!
A key factor in connecting business priorities to individual employees is engagement, but it doesn’t start with the employee’s engagement; it starts with the leader.
Remote working has forced a rethink of the value of virtual learning and what can be revamped, reconfigured and created from scratch to ensure that the current situation does not bring learning to an abrupt and sudden halt.
The world that businesses operate in is changing. Some businesses will come back stronger. Others may not come back at all. Only those organizations that can adapt to new demands will succeed in the short term and thrive in the future.
It’s easy to slide into anxiety and be paralyzed by uncertainty, but how we frame this moment in time is a powerful lever to our mental health and productivity.
The fact is traditional onboarding programs, while effective for most of the employee population, fall short at the executive level. Onboarding members of the leadership team requires a unique approach — one geared more toward integration.