How to Set Up Hybrid Working So Your Managers Can Still Lead

The concept of the Great Resignation and how businesses can configure themselves differently for the future which will, for most, be comprised of hybrid workforces, is becoming a more notable topic.

WHY are people resigning and WHY will the future become a hybrid workplace for most teams?

What we are experiencing is a combination of disconnected leadership and low company engagement alongside the fact that people who may have been looking for new roles in the run-up to Covid stayed put until things “blew over”.

Whilst on lockdown, people were also given the time and space to reflect on both their personal and professional lives and made arrangements for working flexibly which they found suited them better than being in the office in a cubicle, away from the things they love the most.

The key piece here is most leaders think they did a good job managing their employees through the lockdown and the reality differs.

Now we have the effect of a mass exodus of employees.

These are the key statistics that tell the story (Source: Hays, Forbes, Linkedin, Microsoft)

• 41% say they felt unsupported by their employers and there is more to life than working for a company that doesn’t engage them.
• 46 percent of people say they’re likely to move because they can work remotely now.
• 37 percent of the global workforce say their companies are asking too much of them at a time like this
• 20% think their employer doesn’t care about their work-life balance
• 54 percent feel overworked and 39 percent feel exhausted
• 75 percent of people saying the pandemic has made them question their skillsets
• The average “in-house” pay rise is 1–3% while the average external move payrise is 7–15%

So what can you do about this?

If you’d like some practical ideas you can put into place today that will help your team adjust and keep them more engaged, I’d love to chat. I’ve been working with a number of organizations in this space and I would love to help in 1 of 3 ways:

1. A 90-minute workshop with you and your leadership team to help you get your head around the challenge and brainstorm some solutions. 👉🏼 You’ll leave with a list of things you can tackle.

2. A half-day deep-dive workshop where we cover the same as above but move more towards implementation and communication. 👉🏼 You’ll leave with some quick wins in place and some medium / longer-term actions underway.

3. I will partner with you and help you roll out a customized, effective hybrid workforce strategy and actions for your business. 👉🏼 You will be part of rolling out a highly effective solution for your business guaranteed to help boost engagement in your teams.

If this sounds like your week

Your managers are not the problem. They are where the problem is stuck.

When your last leadership spend was signed off, did anyone go back to those managers' bosses and ask what changed? That question is the JBL Outcome Standard, and it is how I work.

• Find the friction. A short diagnostic that shows which decisions are stalling, and at what level.
• Am I the bottleneck? Ten questions on where your week is actually going.
• How I work with GMs. Six weeks, one hour a week, up to twelve of your managers, scored by their own bosses.
• Beat Burnout, Boost Performance. The book.
• The High Performance Leader podcast.

Managers I work with reclaim around four hours a week, and their bosses score the change 8.75 out of 10. Would it be a crazy idea to find out how we did this? Book a scoping call.

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