Taking the Positives from a Tough Year – Part 2
What did you start doing because of lockdown that you will keep doing when life becomes more normal again?
2020 has taught leaders, managers, and employees valuable lessons about leading and the way we work – things we might have know to be intuitively true have now come to the fore as being indisputable.
We asked delegates representing 70 organisations from South Africa, the UK, Ireland, the US, and Germany what they started doing because of lockdown they will keep doing when work returns to normal?
I will do more remote work
The first obvious insight is that remote work using electronic channels is not just possible, but also very helpful. Around 40% mentioned that they would keep working this way (at least partially) when the worst of the pandemic is over. It frees up a significant amount of time to do other things while not having to commute, makes sound financial sense, and has a positive impact on productivity. But like all things, too much of a good thing can quickly turn into a curse. The inability to switch off, given the lack of natural boundaries between work and the rest of life, has caused a dramatic increase in perceived levels of burnout across the world. Although burnout is nothing new, the occurrence has come a bit closer to home, literally. It will take renewed effort and discipline to curb its rise as it becomes increasingly easy to integrate work with life.
I will take better care of myself
The best way to counteract this is to build a healthy daily routine, with specific markers that signify the start and end of the workday. Getting others involved in these routines further helps to strengthen them, as it becomes more difficult to keep working and do “just one more email” when someone is waiting for you to go for a jog. Although some do struggle with switching off from work, it is imperative that we all make self-care a central part of our daily routine. Close to 30% of participants mentioned the renewed focus on selfcare and work-life balance. At the start of lockdown at the end of March, many of us rushed to sporting goods stores to buy the necessary equipment that would allow us to finally get fit and shed those unwanted centi-meters. We would have the time now, surely. A good deal is sticking to these goals, not just for the physical benefit, but more so for the mental health benefits, these activities promote. Exercise, hobbies, and time with loved ones have been the most popular options. If the importance of self-care was not that clear before, it has come to the fore during the pandemic. Remember, you cannot water your garden with an empty bucket – fill up first before you try to take care of others.
I will treat others and myself like humans
Another important learning was the confirmation of the importance of more regular, personal connection with one’s team – not just talking more and only about work but talking and listening to people on a deep individual level (mentioned by 38% of those that participated). Showing empathy and compassion, asking about personal issues and experiences, while also sharing their own vulnerability made a significant impact on the level of personal connection between leaders and managers and their team members. By taking an interest in what interests others, leaders and managers became much more relatable and showed employees that they are cared for. This is a key component of employee engagement, which is perceived to be on the rise because of these deeper interpersonal connections. It also takes a lot of pressure off leaders, when they are open and vulnerable enough to admit that they do not have all the answers and are struggling with the same uncertainties and challenges as their colleagues.
It also becomes much easier to lead when people know where they are heading – setting and continuously communicating clear goals – making sure that employees and team members remain on the same page and are aiming towards the same target. The lack of physical proximity could have been the perfect soil for micro-management and distrust to take root, but many leaders reported that their employees surprised them with the level of responsibility they took upon themselves to get the job done. When people felt trusted to deliver, they actually did. Like being allowed to take the car out for the first time on your own when you were a teenager, a powerful feeling of freedom and empowerment grew from that – with many leaders and managers reporting that the “risk” of trusting people paid off.
I will be flexible in thought, action, and time
Finally, leaders and managers will be using their time differently in the future. Working flexible hours, whereby the focus is on the output and not the input will become the norm for many leaders and their employees. Blocking out larger portions of time to work uninterruptedly, without any meetings, has also resulted in a big improvement in productivity and has reduced the feeling of anxiety that comes from juggling too many balls at once. Many have come to the realization that multi-tasking does not improve performance and really is a glamorized distraction.
The take-away
It might be a matter of degree, but most of us have found this to be a challenging year. If we are honest with ourselves, we do not really learn anything worth knowing when things come too easily. You might never choose to have this year over again, but you do have the opportunity to take some very valuable learnings from it. One, think about the opportunities that are now open to you given the fact that we know we really can work from anywhere – it opens up the world in a way most of us never thought possible. Two, taking care of yourself is important. Doing great work starts with taking care of yourself. Take the responsibility seriously – your family, colleagues, and followers need you to be at your best (not your busiest). Three, share your goals with people and take them along on the journey. When you trust them to contribute this just might be the inspiration they’ve been waiting for. And four, you are human. And so is everyone else. And that’s a good thing.
Do you need help in building a great team, developing trust, or turning managers into leaders? Get in touch, we would love to help you find your way.
At PurposeWorks we are all about Making You and Your Work Rock. Our focus is on Organisational Health and Design, Employee Centered Culture, Leadership Development and Performance Coaching. For more information on how we can help you create a work environment that rocks, develop a great team, become an inspiring leader or unlock your personal excellence talk to us at info@purposeworks.co.za.
