How Leadership Skills Shape Employee Experience and Results

The conversation that I have found myself experiencing multiple times this last week is how COVID has impacted the Employee Experience.

I don't think I am an expert in employee experience. But I am certain I know a thing or two about how leaders can impact their employee's experience. So here are my thoughts.

For the last few months, many managers I've been speaking to have been in panic management mode. The good ones have wrapped around their teams and ensured they feel supported and cared about. Others haven't.

Those leaders who were competent or perhaps confident doubled down on being a better leader and they climbed the value ladder of leadership (seen below) by considering new approaches to their leadership style and practices. I was busy helping many of them. Others became increasingly confused and slid snakes and ladders style back to a chaotic leadership style. I wish I could have helped them. Their teams experienced the climbs or slides of their leaders firsthand. This directly impacts employee engagement and the overall workplace culture.

As we trickle back to work, and we see many organizations and their leaders seemingly trying their hardest to revert back to pre-COVID modus operandi – the Competent zone. And the question remains whether or not we are currently, or will remain COVID free. The announcement of more cases this week means that there is still a degree of uncertainty around.

Leaders could be forgiven for seeing COVID as a blip. Something which got in the way of normal operations and that their leadership style would "suffice for now" (the exact words I heard), but that when things went back to normal, the gaps would be filled in personal capability – or wouldn't matter as much. These leaders are the ones who tend to sit in the orange and yellow zones above. Well, the blip is over but as I mentioned in a previous blog, the raft is further down the river. This is a missed opportunity for leadership development and building high performance leadership.

And so what does this mean for effective leadership? Simple – It's time to do better! It's time to create employee experiences fit for the future by aiming for the green zone on the ladder. This commitment to leadership effectiveness is what separates good organizations from great ones.

Gartner created a great white paper you can grab here that talks about the Future of Work Trends post-COVID 19. Employee experiences both good and bad will be shaped by these trends. And leaders need to invest in themselves to ensure they are up to the challenge of creating positive experiences. This includes leveraging HR technology, embracing diversity equity inclusion, and refining performance management.

Employees have tried to be equally tolerant in their acceptance of the variable employee experiences they have seen as we pulled together as a nation through COVID. But they are also starting to wonder if they will see the type of leadership needed in the new normal. They are also starting to notice the new opportunities in the marketplace for organizations who are climbing the ladder. This is critical for employee retention and employee wellness.

The leaders who are able to deftly navigate the challenges around communication, trust and problem-solving, and who embody strong EQ, a growth mindset, and personal agility, will be those who succeed in creating an employee experience that keeps their teams focused and engaged. Those who don't will see their teams struggle and start to consider their options. The traditional "a recession means talent will stay put" mindset is less likely to occur this time as many companies have realized that they can create highly desirable employee experiences through embracing remote and virtual work, whilst offering high trust and support.

So what can you do to help if you are struggling to get your head around all of this? Or you are trying to get your arms around your team by calling them all back to the office because you feel like you can't trust them working from home now the crisis is over? If you are still sliding down the ladder or sitting at the bottom?

The importance of a sounding board who truly understands the levers to pull in order to help you lead more effectively and therefore positively impact your employee experience is crucial now. That might be me, it might be someone else. Either way, it's not something you can ignore. Your struggle to lead, will have long term impacts on your team and your business. So now is the time to act. Let's get you climbing!

Optimizing the employee experience requires a holistic approach that goes beyond just leadership. Utilizing tools like Qualtrics, Culture Amp, or Workday can provide valuable insights into employee engagement and employee retention. By fostering a strong workplace culture that prioritizes employee wellness and diversity equity inclusion, organizations can ensure that their employee experience is both positive and sustainable in the long term.

Where to take this next

If turnover is climbing in teams where nothing looks obviously broken, that is friction in the system rather than a lack of effort. Take the Leadership Friction Finder and see where the drag actually sits. It takes a few minutes.

If you would rather keep reading, here are more articles on leadership.