The key to getting workers back to offices? Culture | How to manage -- not muzzle -- noisy team members | Fed governor urges patience on inflation, employment data
The reopening of offices needs to be accompanied by a restoration of work culture and subcultures that engage employees and offer meaning, belonging and autonomy, writes Michael Lee Stallard. He offers a list of questions for leaders to ask themselves about current cultural, engagement and retention practices.
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Noisy team members can dominate discussions with their opinions, writes Chip Bell, but they often can bring good ideas and a level of transparency. To manage them, he suggests coaching during one-on-one meetings calling on quieter team members for ideas, and rotating leadership of meetings.
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Companies might encounter certain challenges as they attempt to bring employees back to the office, with 1 in 10 respondents to a new survey saying that nothing would make them feel safe working around other people. Forty-eight percent said they would have to be vaccinated to feel safe, and 35% said their co-workers would have to receive the vaccine.
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Workplace technologies are overwhelming remote workers and reducing productivity, according to Beezy's 2021 Digital Workplace Trends & Insights report, which shows 51% of employees are struggling to feel connected; 41% struggle with the new tools and tech; and 58% report a decrease in productivity amid frequent app notifications. "It's on business leaders to fix these disjointed digital workplaces, especially as we enter a new era of hybrid-virtual work," said Beezy CMO Mike Hicks.
People rarely put up resistance for the sake of it, so it's up to a leader to be curious when encountering opposition to a new idea or a change, writes Justin Hale. "Help him see how the change benefits him and how it can help him achieve what he cares about," he writes.
It was my first visit to the SmartBrief DC office. I was walking through the kitchen, when a man -- who had been talking to someone else -- stepped in front of me. He was tall and immaculately coiffed in a tailored gray suit.
“Hi,” he said with a warm smile. “You’re my new education editor, aren’t you?” I smiled back and nodded. I had no idea who he was.
“I’m Rick Stamberger,” he said, shaking my hand. I froze, recognizing the name. He was the CEO of SmartBrief. I forced myself to keep smiling and maintain eye contact. If Rick noticed my nervousness, he never let on. We chatted for a few minutes then I returned to my desk.
But that encounter stayed with me.
Great leaders foster a culture of connection, writes Michael Lee Stallard in today’s top story. Rick’s friendly, genuine, down-to-earth demeanor is not a front; it’s who he is. He makes a point of knowing the people who work in the organization he leads. And you can see the benefit of that type of top-down relationship building. It has nurtured a workplace of honesty, creativity, growth and excellent work.
How do you nurture connections in your workplace? Tell me! And send this link to anyone who can benefit from this brief.
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