It’s not easy to lead a team. It’s not easy to lead a team in times of chaos, stress, and huge change. How do you keep people happy, engaged and productive when there is no way to know what you can expect next week, next month, or tomorrow?
This is the world we live in now, so it may sound familiar. The workforce is a forest made up of old trees, saplings and cute wildlife. Bear with us. This ecosystem is currently being affected by strong winds, rain and even earthquakes. This means instability and possibly even unpredictable workplaces.
While some of these changes were quite cool (hello, pajamas! ), others felt more difficult. Companies everywhere were forced to be more flexible, whether they wanted it or not. However, wise leaders and companies learned how to embrace this change rather than trying to regain control as quickly as possible.
In today’s ever-changing workplace environment, flexibility is the new standard. According to one study, 74% of workers desire flexibility and 54% would change their jobs in order to achieve it.
If things get chaotic, giving more leeway and not less is the best way to weather the storms that teams are facing together.
Here are 6 ways you can show that flexibility as a leader.
People Need to Know What They Want In Times Of Change
Flexibility is about helping your team deal with the ups and downs in life. You don’t have to assume that you know exactly what will make the lives of your team easier. Ask them!
This may sound obvious but it is not. According to research by Gartner , executives often think they have flexible work environments, but this is often not consistent with the actual experience of employees. A healthy leadership relationship starts with listening to your employees and trying to be accommodating to their needs.
Don’t, for example, just give everyone the opportunity to work from home two days per week and expect that you will solve the problem. This might not be the flexibility that will help.
How to Empower Your Team
- Ask your team if they would prefer a reduced workload or more flexibility in their work hours.
- It is not necessary to specify how many days your hybrid team should be in-office.
- While it is acceptable for people to work beyond regular office hours, they should not be expected to be available 24/7.
Think Outside the Box
You probably already know that remote work has benefited mainly knowledge workers. There are many types of flexibility available, even for seemingly non-linear jobs such as fieldwork or customer service.
You can easily help your team if you are open to thinking critically and listening to them.
Explore Other Options Such as:
- Consider whether certain jobs, such as admin work, can be done remotely.
- Employees who struggle to care for their families can be offered job-sharing
- If you are unable to increase your salary, offer someone less hours for the same pay.
Focus On Outcomes, Not Inputs
It’s all about getting things done. When you are stressed, be focused on the goals of your team and not how they get there.
Make sure everyone knows the most important tasks and goals, and then let them know how they can best accomplish them.
However, difficult times are the right time to prioritize which outcomes really matter. It is unreasonable and not possible to expect people to produce the same output when times are tough.
Let’s Take the Pressure off:
- Start the week by having status updates in a shared. Then, allow people to have deep-focus sessions and only check in if they require support.
- Intentionally moving lower priority items from the plates of team members who have been allocated more
- We are not asking for people to report how many hours worked or whether they were working remotely on on-premises.
Example
Your words and actions must be consistent if you want people to trust you.
To lead by example, you must be flexible and healthy. This is how you can go beyond talking about work-life balance and make it part of your company culture.
It has been proven that employees are more likely than their managers to adopt healthy behavior if they are shown by them. Another study found that the power of a positive, culture for wellness.
Promote Healthy Habits by:
- Ask employees when they will use their time off, and encourage them to do so if they haven’t already.
- Stressing the fact that sick days also include mental health days
- Extend employee benefits to include wellness programs such as massages and gym memberships.
- Team-building should be wellness-focused, not alcohol- and night-out-oriented.
- Encourage employees to exercise or meditate during lunch.
Be proactive
Flexibility can be a burden on employees if it is not approached correctly.
Harvard Business Review says flexibility is often applied in an ad-hoc, reactive way. People are allowed to request flexibility only if they ask for it. Other situations allow for flexibility in where and when work occurs, but the leadership still expects that people are available at all times (sometimes even beyond work hours). ).
This kind of toxic flexibility should be avoided. People who are struggling will not find it easier. Instead, be flexible and proactive and help people who are struggling before they reach burnout.
Flexibility is the Norm:
- Keep an eye on team members who are easily distracted or anxious and inquire how you can help them.
- Get your entire team together to discuss which areas could be more flexible.
- To encourage flexibility, update your company’s policies and let your employees know.
- Incorporate the idea of flexibility into your company culture. It is important to incorporate aspects of flexibility into your company culture, whether it be during meetings, projects, or even growth opportunities.
Flexibility is Resilience
You have heard the inspiring quotes: Even the strongest, tallest tree must be able bend and sway in order to get through a storm. This principle also applies to your leadership style.
You’ll see your team more capable of handling whatever life throws at them if you are able to lead in a trusting, flexible manner.
