This pandemic has forced us to consider new leadership forms that support and reassure the team to continue to grow business even as our working lives have been turned upside down. Here some considerations and tips for team leaders and employers around post-pandemic leadership and the impact on reopening the organizations.
1.Communicate your plan
As organizations reopen their offices, it is crucial to communicate the security measures and changes that employees may encounter on their return to the offices. Where will the desks be? Will the entrances be the same? What will security protocol be in place? These details will need to be communicated as early as possible in a more straightforward way. Since these changes affect those who will return to the office and also those who will continue to work remotely, in both cases, workers must be aware of them, and everyone must know what to expect.
2.Clear communication
Effective and clear communication is key in post-pandemic Leadership as well as active listening. It’s important to keep your team informed about your business decisions and where the company is heading. That’s why regular scheduling check-ins and frequent communication are critical tools in these after pandemic moments to measure your team’s morale and understand which pain points you can work on. Leaders will have to take more detailed steps to create a listening infrastructure to understand what employees are thinking and feeling. When all employees were in the office, it was easier to pick up those signals more quickly. But it becomes more complex when more people are working remotely. Listening has to be upgraded from a skill to a company-wide process. Poor communication could lead to disengaged staff and inadvertent anxiety among your team.
3.Open to change
Advertising on multiple channels, including job boards and specific professional networks, can be costly. What’s more, it’s not sure that advertising in these channels will reach those passive candidates. That’s why a defined recruitment marketing plan can help you understand and identify the appropriate channel to impact job seekers that meet your candidate persona’s features directly.
4.Talent Development and recognitions
Keep to support and thank your employees for the job well done and the resilience applied through the past challenging months. Keep reviewing perks and company gifts such as bonuses, gift cards, or other initiatives..
The unusual 2020 scenario has undoubtedly created new challenges for leaders and business organizations. Many are learning only from experience how to improve their leadership capabilities in a context of uncertainty. If you want to empower your leaders and give them the support they need to navigate the changing times, take a look at our Leadership and Development Program .
