Seven workplace trends for 2021 that could significantly affect your workplace this coming year.
Where your employees work and how well they work (remotely or together) is just the tip of the iceberg as you and your organization navigate the yet-uncharted, post-COVID waters. How would you prefer to be sailing into 2021?
Why is this significant? In our BCWI research during COVID vs. pre-COVID, two themes emerged:
First, COVID has caused leaders to centralize decision-making. For speed and efficiency’s sake, decisions were pulled into the leadership team without feedback from key stakeholders. While necessary for the short-term, this will need to change for long-term effectiveness and employee engagement. Moving forward, leaders will need to delegate participation in decision-making outside the leadership team and closer to the front line.
Second, communication of the organization’s strategy improved during COVID. Organizations did a good job communicating their internal COVID strategy to keep the wheels on the wagon. Generally, our research showed, the employees’ perception that the organization was meeting its goals improved during the pandemic. We questioned what goals the employees thought the organization was meeting. Possibly they were perceptions like “hey, we are doing pretty good despite COVID.” We believe leaders will begin to refocus employees on mission goals post COVID.
Also, for many organizations, the perception is they were more effective with employees working remotely, but not across the board. Look for increased communication efforts to keep employees informed during remote work.
Consider . . .
During COVID a number of leaders said, “We can’t focus on engagement. We can’t ask our managers and employees to do one more thing!” Engagement fell off the radar of many leaders. They didn’t have time to follow up with stressed employees, and they were afraid of what their people might tell them.
As the COVID vaccine takes hold, and workplaces ramp back up, employers will need to reconnect with employees to gauge the level of engagement. Leaders will actively listen and more freely model the strength and wisdom of Proverbs 27:23, to be sure and know the state of their flock.
Call to action: Christian led organizations must become examples of the Kingdom of God here on earth where leaders and employees flourish.
Consider . . .
Last summer’s experience of racial injustice has significantly heightened the tone and focus inside Christian-led organizations.
Consider . . .
When we are done with COVID, it is estimated that the number of people working from home will double from pre-COVID numbers. So, there will have to be new patterns to incorporate larger numbers of work from home employees with office employees.
The Future Forum research of 4,700 knowledge workers found the majority will never want to go back to the old way of working. Only 12% want to return to full-time office work, and 72% want a hybrid – remote office model.
Consider . . .
It’s true. Believe it or not, organizational cultures have truly moved from “performance management” to “development conversations.” Frontline managers continue to be the key link between employees and organizations.
A 30- to 60-minute weekly or bi-weekly meeting can be an oasis of mutual listening, understanding, affirmation, challenge, and action for individuals and teams.
What’s the key to a productive, rewarding meeting? There isn’t one! (What’s worked for you in the past stands a chance to succeed moving forward.)
Consider . . .
Freelancers, consultants, independent contractors/professionals, and contract workers... what was considered a side hustle has turned into a trillion-dollar industry. People like the flexibility… some even like working from their van while on an adventure.
Upwork, a marketplace for gig workers says that 57.3 million people freelance in the US and by 2027 they estimate it will increase to 87.5 million. Edison research identifies that 44% of gig workers say their work in the gig economy is their primary source of income.
From an employer perspective, the gig economy can translate into cost savings for employee benefits, office space, and overhead, while bringing skills and competency to the organization.
Consider . . .
BCWI President and COO, Jay Bransford states that "ten percent of a person’s development is classroom oriented; online/digital training can meet the need at reduced costs.
While organizations learned this during COVID, it’s hard to place a measurable value on digital learning, just as it’s hard to focus while sitting at your desk facing a full email in-basket and Teams/Slack list of unread messages.”
I’m amazed at how incredibly efficient meetings over video-conference can be. Instead of driving to a meeting, or flying to a meeting, you can recapture all the travel time into productivity and spend less. These and other digital tools will play an important role as a new kind of headquarters now being developed in a digital-first world. Organizations that do it well will drive engagement, achieve organizational agility, maintain alignment, and empower teamwork across all disciplines and locations.
Consider . . .