The Future of Work is Remote (and Hybrid): An Update for 2023

by Bob Bannister on 8 September 2023

The remote work genie is out of the bottle. With tens of millions having experienced the benefits of working from home, it will be difficult for companies to mandate a complete return to physical offices. Employees expect and demand location flexibility in positions where it’s possible.

Hybrid models will become the norm. Most companies will allow a mix of remote and in-office work, with the balance depending on role type and individual needs. Management will continue shifting from measuring time to measuring output.

The Numbers:

– According to Gallup’s 2022 survey, 45% of full-time U.S. employees now work remotely all or part of the time.

– A Gartner survey found 74% of company leaders plan to shift at least 5% of their on-site employees to permanent remote positions post-pandemic.

– Per a 2022 McKinsey study, over 90% of organisations will be combining remote and on-site working post-pandemic.

Tech innovations will increasingly smooth collaboration. Virtual reality, augmented reality, hologram meetings and other emerging technologies will keep improving remote collaboration. VR spaces like Meta Horizon Workrooms give a sense of togetherness. Virtual reality and augmented reality tools are rapidly evolving, providing new ways for distributed teams to interact and simulate in-person meetings. VR spaces like Meta’s Horizon Workrooms allow users to join meetings as avatars in a shared virtual environment. Participants can see each others’ avatars, collaborate on virtual whiteboards, and get visual cues that improve communication like eye contact. VR meetings generate greater feelings of presence and togetherness compared to standard video conferences.

Augmented reality adds digital elements to the physical environment. AR glasses or goggles let remote co-workers appear side-by-side in a video call – making it seem like they’re in the same room. Hologram meeting technologies like PORTL take this a step further, allowing life-size holograms of remote team members to appear around a table during meetings.

These immersive technologies create a stronger sense of connection and allow for more natural, free-flowing collaboration. They also enable hybrid teams to smoothly engage with both remote colleagues and those present on-site.

Artificial intelligence is also improving meeting transcription, live language translation, and smart calendaring. Intelligent assistants can schedule meetings, book rooms, manage participant availability, and ensure optimal use of time.

As these innovations become more mainstream in business settings, they will greatly enhance the remote and hybrid work experience. Seamless virtual collaboration will enable teams to be productive and united – no matter where individual members are located geographically.

The talent pool will be global. Remote work enlarges talent pools beyond local geography. Companies can recruit excellent virtual team members regardless of where they physically live. No longer constrained by geographical limits when recruiting, companies can source skilled workers from a much wider pool. They can find the best team members for specific roles regardless of where candidates are physically based.

Some key benefits of global virtual teams include:

Access to rare, in-demand skill sets that may not exist locally. Companies can recruit talented individuals from anywhere in the world.
Ability to hire from large metro hubs with rich talent markets. Tech teams can add members located in major innovation centres like Silicon Valley or Bangalore.
Tapping into emerging markets. Virtual teams allow access to fast-growing talent pools in regions like Eastern Europe, Latin America, and Southeast Asia.
Greater diversity of perspectives and backgrounds. Mixing team members from different cultures and countries brings new thinking.
24/7 productivity. Global teams enable round-the-clock collaboration and can provide night and weekend coverage.
Scalability. Virtual teams are much easier to expand than location-dependent teams.
Cost savings. Access to global talent widens the labor pool beyond just expensive major cities.

To lead diverse global teams effectively requires inclusivity training, cultural sensitivity, and flexible scheduling across time zones. But the benefits make building successful international remote teams well worth the investment for forward-looking companies. Managing distributed teams across countries and cultures requires training and thoughtful coordination, but pays major dividends. Some best practices include:

Inclusivity Training – Provide unconscious bias and sensitivity training to help managers recognise and mitigate issues like ethnocentrism. Teach leaders to be inclusive of all team members regardless of background.
Cultural Fluency – Invest in developing cultural intelligence and understanding communication nuances across cultures. Avoid stereotyping. Recognise different motivators and work styles.
Flexible Scheduling – Accommodate time zones when scheduling calls and meetings. Optimise times for core collaboration while allowing flexibility for members’ local needs. Clarify availability expectations.
Asynchronous Communication – Rely more on practices like email, chat and collaboration platforms to smooth workflows rather than rigid meeting times. Document discussions for easy information sharing.
Local Empowerment – Allow regional sub-teams autonomy over local decisions and workflows. Don’t micromanage. Empower leaders in each geography.
Inclusion Events – Host global offsite meet-ups or retreats. Create virtual spaces for informal interactions. Enable global knowledge sharing and relationship building.

When managed effectively, multinational virtual teams enable amazing diversity of thought, 24-hour productivity, and access to the best talent worldwide. The level of coordination required is well worth the substantial benefits. Leading globally distributed teams is becoming a critical executive skill.

Offices will become collaboration hubs. With less need for daily desk space, offices will be redesigned for team building, brainstorming, social bonding and training. Residential co-working spaces may also emerge.

With remote and hybrid work models, the traditional office space needs to transform. When employees only come in occasionally, dedicated desks become less crucial. Instead, offices will redesign for maximising interactive teamwork.

Reconfigured office layouts will emphasise open, flexible spaces for group problem-solving vs individual heads-down work. There will be larger communal areas for meetings, informal gatherings, and team building activities. Amenities like cafes, lounges, and gaming zones will aim to make the office an engaging destination.

Training rooms will also feature prominently, allowing employees to immerse in learning experiences together. Larger townhall venues will accommodate all local staff for company meetings and social events.

Co-working spaces may emerge near where employees live, providing options for connecting with fellow remote workers closer to home and avoiding long commutes. Employers may subsidise membership fees.

While remote work provides flexibility, physical offices retain importance as hubs for strategic collaboration, strengthening relationships, onboarding employees, and reinforcing culture. More than just workspaces, reinvented offices can become innovation zones and energising sites for team engagement.

The future office needs to balance focus on interactive synergy with personal productivity. Utilising workplace design psychology, they should feel welcoming yet also professional. When done right, new collaboration-centric offices can bring out the best in hybrid teams.

Communication skills are critical. With fewer in-person interactions, strong written and verbal communication become vital. Training in areas like active listening, clear messaging, empathy and conflict resolution will grow.

With distributed teams, in-person body language and facial cues fade. This makes strong communication fundamentals essential. Training and coaching should improve skills like:

Active listening – Fully concentrating on what others are saying without distractions or assumptions. Repeating back key points shows engagement.

Clear writing – Conveying complete thoughts in a succinct, organised way over email. Proofreading before sending.
Verbal clarity – Speaking slowly, precisely and avoiding tangents during virtual discussions. Being mindful of how audio issues can hamper shared understanding.
Empathy – Striving to understand teammates’ perspectives, challenges and emotions. Asking thoughtful questions.
Conflict resolution – Detecting interpersonal friction quickly and addressing it proactively with compassion. Finding win-win resolutions.
Presentation abilities – Learning to engage audiences effectively in virtual settings. Tailoring messages to remote channels.
Nonverbal cues – Using tone, speed and inflection for impact since visual cues are limited. Conveying energy and positivity vocally.

With fewer organic interactions, communication gaps can easily emerge on distributed teams. Training team members to connect deeply despite physical distance is crucial. Nurturing a listening, empathetic culture where people feel heard will help remote teams thrive.

Work/life boundaries need re-setting. New norms need to be established around protecting family time, avoiding burnout and setting health work/life boundaries. Companies will provide more tools to address these challenges.

The flexibility of remote work can blur boundaries between work and personal time. Without the physical separation of an office, employees can end up working excessively long hours from home.

To prevent burnout and nurture healthy, sustainable remote cultures, companies need to take action to help employees re-set those boundaries in our new virtual world. Useful steps include:
- Training managers to recognise signs of burnout and have supportive conversations that emphasise output over always being “online.”
- Modelling behaviour from the top down – leadership should actively demonstrate unplugging after work hours and not sending late night emails.
- Establishing “no meeting” blocks of time during days to allow focused individual work.
- Discouraging emails or calls outside standard office hours except in emergencies.
- Monitoring employee wellness through surveys and checking in on mental health.
- Offering wellness benefits like virtual yoga or meditation breaks to de-stress.
- Suggesting simple home office adjustments like facing desks away from windows to avoid distractions.
- Exploring historic company norms around time off and travel that may need adjusting post-pandemic.

The transition to remote work long-term requires a rethink of day-to-day practices to instil healthier daily routines. With the right level of employer support, teams can avoid the pitfalls of constant connectivity and honour their personal lives.

The future is flexible. Work models will continue morphing, but maintaining productivity and culture virtually gives organisations more resilience. Prioritising employee wellbeing also remains key.

The Benefits:

Research shows properly implemented remote or hybrid models lead to higher productivity, better work-life balance, and lower real estate costs for employers. Allowing location flexibility also expands talent pools and improves diversity.

For individuals, key upsides include no commute, greater schedule flexibility, and more family time. Companies with engaged remote workers report increased employee satisfaction as well.

Making it Work:

However, leaders must be proactive to reap rewards. Some best practices include:

Setting clear policies around remote work schedules, availabilities, meetings, and communication norms. Make sure to outline expectations for online hours, response times, virtual meeting etiquette, and channels to use for different types of communication.

Investing in collaboration technologies like videoconferencing and project management software. Provide employees with access and training on platforms like Zoom, Microsoft Teams, Asana, Basecamp, and any other tools your company adopts.

Prioritising inclusive company culture through both virtual and occasional in-person activities. Foster bonds between on-site and remote staff by organising remote coffee chats, virtual happy hours, team building activities, and bringing remote workers on-site for key meetings or retreats.

Training managers to oversee remote teams successfully – focusing on results vs time logged on. Coach managers to evaluate team members based on work output and achievement of goals rather than physical presence. Empower them to keep distributed teams engaged.

Embracing asynchronous communication to accommodate different schedules. Encourage practices like status updates via email, chat, or project management platforms rather than rigid meeting times. Document and share key discussions with remote staff.

Ensuring remote employees have equal access to career development. Create advancement opportunities tailored to remote staff. Be transparent about requirements for promotions and offer mentoring/coaching.

The pandemic proved many roles can be done from anywhere. Forward-thinking companies recognise this shift is here to stay and are adapting accordingly. With deliberate strategies focused on flexibility and inclusion, businesses can sustain productivity and also reap benefits around costs, talent, diversity, and worker satisfaction.

Bob Bannister

Ships Captain

Managing a Multigenerational Workforce: Connecting with Employees of All Ages

by Bob Bannister on 24 August 2023

Today’s workforce is more generationally diverse than ever before. For the first time, we have four distinct generations – Baby Boomers, Gen X, Millennials, and Gen Z – working side by side in the workplace. This mix of ages, life stages, and backgrounds presents both challenges and opportunities for managers. Learning how to connect with and motivate employees across generations is key. Here are some tips:

Get to Know What Makes Each Generation Unique

While generational stereotypes can be oversimplified, there are some genuine differences managers should understand. Each generation has its own set of characteristics, values, and preferences that influence their work styles and attitudes. As a manager, being aware of these generational differences can help you better understand your employees and adapt your leadership style to get the most out of your multigenerational team.

Baby Boomers (born 1946-1964)

Baby Boomers value institutional and corporate loyalty and tend to stay with one or two companies for the bulk of their careers. They see work as central to their identity and self-worth. Boomers are used to hierarchical organisational structures and respect for authority and seniority. They tend to be competitive but will also willing collaborate with and mentor younger colleagues.

Generation X (born 1965-1980)

Gen Xers came of age during a time of economic uncertainty and organisational restructuring. As a result, they are self-reliant, entrepreneurial and comfortable with change and uncertainty. They want flexibility and work-life balance. Gen Xers prefer a flat organisational structure and want leaders who are hands-off. They also appreciate diversity and informality in the workplace.

Millennials (born 1981-1996)

Millennials are tech-savvy multitaskers who thrive on collaboration. They want frequent feedback and recognition. Millennials value personal fulfilment in their careers and constantly seek new challenges and professional growth opportunities. They prefer managers who act as mentors or coaches. Millennials also place importance on corporate social responsibility and diversity.

Generation Z (born 1997-present)

As digital natives, Gen Z is highly comfortable with technology and social media. They are realistic, financially prudent and entrepreneurial. Gen Z desires security and stability balanced with a meaningful job where their contributions are valued. They appreciate structure but also want flexibility to balance work and life. Gen Z expects diversity and social consciousness from employers.

Recognising the different attitudes, motivations, and work styles of each generation can enable managers to get the best from age-diverse teams. Adapting your leadership approach is key – be flexible, communicate effectively, provide customised incentives and growth paths. Leverage the strengths of each generation for collaboration and mentoring. With mutual understanding, a multigenerational workforce can drive productivity and success.

Encourage Collaboration and Mentorship

Don’t silo employees by age. Encourage collaboration across generations through team projects, mentoring programs, and shared goals. Pair a tech-savvy millennial with a seasoned baby boomer. Gen Z will appreciate mentoring and hearing war stories from older generations. Facilitate the sharing of institutional knowledge before retirements.

Communicate in Different Ways

Take advantage of the various communication styles of each generation. Baby boomers tend to prefer face-to-face or phone conversations. Gen X likes succinct emails. Millennials and Gen Z favour instant messaging and texting. Use the channels your employees prefer to share information and connect. Offering options ensures engagement.

Offer Flexibility and Work-Life Balance

Younger generations put a huge emphasis on work-life balance and flexibility. Where possible, allow for flex hours, remote work, and time off when needed. This keeps younger employees engaged while giving them leeway to manage life outside of work. Boomers may prefer a more regimented schedule. Find ways to accommodate different working styles.

Encourage Continual Learning

All generations appreciate opportunities to gain new skills and develop professionally. Offer training, conferences, mentorships and new challenges to keep veteran employees engaged and newly hired Gen Z motivated to advance their careers. Continuous learning also helps bridge knowledge gaps and keep workers relevant.

Fostering an age-inclusive culture takes effort but pays off enormously in higher engagement, collaboration, and knowledge sharing. Managers skilled at connecting across generations will create cohesive, dynamic teams positioned for success.

The Rise of Chat Communication

by Bob Bannister on 23 August 2023

Chat platforms like messaging apps and AI assistants are becoming increasingly popular ways to communicate. With more conversations happening over text, it’s important to adapt our communication skills for clarity and effectiveness in this medium. Here are some tips for improving your chat communication:

1. Be concise. Chat messages are usually shorter than face-to-face conversations. Get to the point faster and avoid rambling. Use shorter sentences when possible.

2. Avoid ambiguity. Without tone of voice or body language, it’s easier for meanings to get lost or misinterpreted in text. Be specific and clear to minimise confusion.

3. Use formatting. Take advantage of formatting options like paragraph breaks, bullet points, bold/italics to organise your thoughts. This improves readability.

4. Confirm understanding. Ask follow-up questions to check that the receiver understood your message as intended. Don’t assume they fully grasped what you meant.

5. Match the tone. Consider the tone of the conversation and match the appropriate level of formality. Keep humour and sarcasm to a minimum since they rarely translate well in writing.

6. Proofread. Avoid miscommunications from typos by double-checking your messages before sending.

Mastering chat communication takes practice but following these tips will help you have more effective conversations. Remember to keep messages clear, concise and confirm understanding for optimal results. With some effort, we can adapt our communication skills to this increasingly digital world.

Stopping for a summer break is more critical than you might think…

by Bob Bannister on 27 July 2023

The Importance of Managers Taking a Proper Summer Break

The summer holidays are nearly upon us, which means it’s time for managers to start planning for some well-deserved time off work. However, research shows that many managers struggle to completely switch off from their jobs during the summer break. This not only impacts their own health and wellbeing, but can also be detrimental to the long-term performance of their teams.

Studies by academics have demonstrated that employees who do not take adequate holiday time are at higher risk of job burnout and poor mental health. A major study published in the Journal of Applied Psychology in 2019 found that managers who took less than 10 consecutive days off work per year were 23% more likely to suffer from high stress and fatigue. Conversely, those who took more than 10 days consecutively were 13% more focused and productive upon returning to work. The researchers concluded that adequate summer breaks enable managers to recharge their batteries and come back feeling energized and engaged.

Here are some tips to help managers fully switch off this summer:

Delegate projects and work – Set up your team to operate successfully in your absence by delegating tasks and decision making authority before you go. Empower your direct reports to handle issues proactively.

Set an out-of-office message – An OOO email and voicemail message lets people know you are unavailable and when you will return, and switch off any ’email-in’ indicators on each of your devices.

Block off your calendar – Mark your calendar as out of office so people can’t schedule meetings or calls with you.

Disconnect from technology – Resist the urge to constantly check your phone and emails. Set boundaries to be present with your loved ones.

Plan activities – Schedule fun things like day trips, hikes, museum visits or relaxing spa treatments. Have things on the calendar to look forward to.

Focus on relaxation – Do activities that help clear your mind like reading or swimming. Avoid workplace talk.

The summer holiday is meant to be a time for managers to relax and disengage from work. By properly delegating, disconnecting from technology, and making time for rest and recreation, managers can recharge their energy levels and avoid burnout. Taking a true break this summer will make you a happier, healthier and more effective leader for the long run.

Have a great break 👍🏻.

Can managers really do anything to impact climate change?

by Bob Bannister on 26 July 2023

Global warming is one of the biggest threats facing our planet today. As business leaders and managers, we have a responsibility to do our part to reduce greenhouse gas emissions and halt climate change. While governments and policymakers play a crucial role, companies and their managers also have the power to make a real difference. Here are some ways managers can help stop global warming:

Set Ambitious Sustainability Goals

Managers should work with their teams and executives to set specific, measurable goals for reducing the company’s carbon footprint. These could include targets for energy efficiency, renewable energy, waste reduction, sustainable supply chains, and more. Make the goals public to hold the company accountable.

Implement Green Policies and Programs

There are many impactful initiatives managers can champion, such as installing LED lighting, enabling remote work options, providing electric vehicle charging stations, using renewable energy, eliminating single-use plastics, and instituting eco-friendly travel policies. Investing in sustainability measures will help the company do its part.

Engage Employees

Get all employees excited about and invested in sustainability efforts. Encourage them to share ideas and take ownership of green programs. Making it a team effort maximises involvement.

Partner with Green Vendors and Suppliers

When choosing partners, vendors, and suppliers, managers should select those with stellar sustainability credentials. This extends the company’s commitment beyond its own operations.

Offer Green Training and Education

Provide training and educational opportunities around sustainability. Employees need knowledge to make substantive change. Resources could cover topics like energy conservation, waste diversion, green products, and more.

Use Your Purchasing Power

As a manager, you likely have some control over purchasing decisions. Favour green products and services whenever possible and reasonable. Every purchasing choice makes an impact.

Model Green Behaviour

Leading by example is one of the best ways to influence others. Managers should adopt sustainable practices like taking public transit, going paperless, avoiding single-use plastics, and eating less meat.

The threat of climate change is urgent, but so is the opportunity for companies to make meaningful progress. Managers play a vital role in leading sustainability efforts within their organisations. By putting people and planet over profits, together we can create real change.

Effective Delegation in 4 Steps

by Bob Bannister on 20 July 2023

Delegation is a key skill for any manager or team leader. Being able to effectively delegate tasks allows you to make the best use of your team’s time and skills. It also empowers your team members and helps them develop.

Follow this 4 step approach to master the art of effective delegation:

Step 1: Do This With Me

When delegating a new task, don’t just assign it and walk away. Spend time working through the task together, explaining requirements and clarifying any questions. This gives the team member insight into how you think about and approach the work. They’ll better understand the desired outcome.

Step 2: Let Me Know How It’s Going

Check in regularly on progress and milestones. This lets you identify any roadblocks early on, so you can help remove obstacles. It also signals that you care about the quality of the work, and reinforces that the project is a priority.

Step 3: Let Me Know When It’s Ready

Set clear expectations upfront on project timelines and deliverables. Request that the team member notify you when work is ready (not complete), rather than just assuming everything is on track. This allows you to make a final check and provide prompt feedback.

Step 4: Let Me Know If There Are Any Problems

Make it clear that your door is always open. Encourage your team to come to you with any questions or issues early and often. You can then play a collaborative role in problem-solving.

Following this 4 step delegation process leads to greater transparency and communication. Your team will feel supported while tackling new challenges. And you’ll feel confident knowing projects are handled effectively. Proper delegation takes more upfront effort but pays off through improved results and better teamwork.

More than 40 ideas to boost employee experience!

by Bob Bannister on 20 July 2023

Boosting Employee Experience: Keys for Managers in 2023

The UK job market today faces a mismatch between a declining unemployment rate along with a record number of vacancies. The unemployment rate measures the percentage of people in the labor force who are actively seeking work but unable to find jobs. This figure has been falling in the UK, reaching 3.7% at the end of 2022, signalling the labor market is nearing full employment. However, at the same time, there were over 1.2 million job vacancies reported for the October-December 2022 period. This represents a record high number of unfilled positions.

Experts suggest several factors causing this imbalance between unemployed workers and open jobs in the UK. For one, there are lingering pandemic impacts such as long COVID-19, early retirements, and workers seeking more flexible arrangements that have reduced the available labor supply. Additionally, skills and occupation mismatches mean some unemployed persons lack the qualifications or experience for the roles employers need to fill today. Geographic mismatches are also an issue if job seekers don’t live near the open vacancies. The shortage of workers against surging job openings poses a tough challenge for UK employers looking to hire and fill positions. Addressing these underlying causes, like skills training and talent mobility, will be important steps to realign labor demand and supply in the UK market.

The talent market is more competitive than ever today. With job openings at a record high and quit rates still elevated, attracting and retaining top talent is a huge priority. This means managers need to double down on improving employee experience. Studies show that positive employee experience leads to better engagement, productivity, and retention.

Here are some ways managers can enhance employee experience:

Foster Strong Company Culture

Company culture is a key driver of employee satisfaction. As a manager, you play an integral role in shaping your team’s culture. Start by ensuring your employees feel aligned with the organisation’s overall values, mission and purpose. Promote transparency by communicating company goals, challenges, and wins openly with your team. Make diversity and inclusion real priorities – acknowledge different backgrounds and perspectives, and make sure all employees feel welcomed and valued.

Offer flexibility in when and how work gets done. Results are more important than face-time, so accommodate flexible schedules and remote work options when possible. Build in fun bonding opportunities like monthly team lunches, volunteer days for local causes, and peer-to-peer recognition programs. Celebrate wins and milestones frequently to keep energy and morale high. An engaging, supportive culture gives employees a great sense of belonging and purpose.

Leading by example is also key – embody the culture you want through your own words and actions daily. Keep an open door policy so employees feel comfortable coming to you with questions and concerns. By fostering the right culture, you enable greater satisfaction, camaraderie, and retention within your team. Make culture a priority, and your employees will reward you with better performance and loyalty.

Provide Growth & Development

Career growth is a top priority for most employees today. Without opportunities to continuously develop new skills and expand their capabilities, talented team members are likely to get dissatisfied and look elsewhere. As a manager, you play a key role in nurturing your employees’ professional growth.

Offer ample training programs relevant to your team members’ roles and interests. Bring in experts to provide workshops on new technologies, leadership techniques, project management – whatever will help them gain capabilities. Implement learning stipends or tuition assistance programs to help cover the costs of external courses, seminars, conferences, or degree programs. Even a few hundred pounds a year per employee can go a long way in supporting their development.

Set up mentorship programs to pair junior team members with more experienced employees for guidance and knowledge sharing. Have skip-level* check-ins to learn about their career goals and offer direction on growth opportunities within or beyond the team. Support flexibility in their work schedule or locations when pursuing education and training. By actively investing in their development, you demonstrate that their personal growth matters and boost loyalty and retention. Make learning a lifelong journey, not a one-time event, to keep top talent engaged, challenged and progressing.

Prioritise Wellbeing

The COVID-19 pandemic underscored the immense importance of mental and physical health for performance and satisfaction at work. As a manager, it’s crucial to make wellbeing a true priority rather than giving it lip service.

Implement robust wellbeing programs such as stress management workshops, access to mental health counselling, preventative health screenings, ergonomic equipment, gym membership discounts, and generous time off and sick day packages. Consider offering stipends for wellness activities like massage, meditation classes or fitness subscriptions. Build a supportive, judgement-free space for work life balance, and avoid excessive overtime or burnout-inducing workloads.

Promote usage of your wellbeing benefits and role model healthy habits yourself. Check in regularly on your team members’ state of mind and energy levels. Provide flexibility for medical appointments or times when they need to recharge. Offer resources for those going through mental health challenges or personal difficulties. By showing employees their whole self matters, not just their productivity, you enable greater resilience, loyalty and satisfaction. Prioritising wellness today pays dividends through better performance and retention over the long haul.

Empower with Trust & Autonomy

Micromanaging employees and imposing strict hierarchical rules can severely degrade engagement and satisfaction. The most talented team members crave autonomy and responsibility. As a manager, you should aim to provide your direct reports with as much freedom as possible within clear expectations.

Set transparent objectives focused on outcomes rather than rigid rules over schedules or detailed processes. Don’t restrict when or where they work if outcomes are being achieved. Show you trust their skills and judgment by allowing them to complete tasks and projects independently. Empower them to take full ownership and make decisions without constantly seeking approval.

Foster critical thinking and problem solving skills through open collaboration, not top-down mandates. Praise creative solutions and lessons learned from mistakes rather than scolding. Avoid punishing independence and initiative. The more you can make your direct reports feel truly empowered in their roles, the higher their engagement and job satisfaction will be.

Autonomy enables employees to gain a sense of mastery, control, and purpose. Balancing empowerment with clear expectations avoids frustration from role ambiguity. Find the optimal balance, and your most talented team members will reward you with their best work and loyalty.

Listen & Solicit Feedback

As a manager, communication needs to be a two-way street. You need to actively listen, not just speak. Regularly check in one-on-one with employees to understand their motivations, concerns, frustrations and suggestions.

Seek input proactively through anonymous surveys and open group discussions. Maintain an open door policy and reinforce that you welcome ideas and feedback at any time. Implement anonymous channels like suggestion boxes or online forms if employees are hesitant to criticise directly.

When you receive constructive feedback, avoid being defensive. Thank employees for raising issues respectfully, apologise for any mistakes, and outline plans to address problems quickly. Following up with concrete actions builds trust.

Listening demonstrates you genuinely care about your employees’ perspectives and value their input. This makes them feel empowered and invested in the team’s success. Consistent, compassionate listening enables stronger relationships, higher morale, and greater loyalty from your staff. Make it a priority, not an afterthought. The benefits will extend far beyond improved information gathering to building an engaged, satisfied team.

As the job market gets more challenging for employers, managers play a crucial role in up-levelling employee experience. Fortunately, zeroing in on culture, growth, wellbeing, empowerment and communication can help attract and keep top talent. How will you boost your team’s experience in 2023? What other strategies would you suggest? I welcome your insights in the comments.

*A skip-level check-in is a one-on-one meeting between a manager and an employee who does not directly report to them. For example:

The VP of Sales has a skip-level meeting with an Account Executive who reports to a Sales Manager.
A Director has a one-on-one with an Engineer who reports to a Tech Lead.

Why Clarity Matters More Than Ever

by Bob Bannister on 12 July 2023

While remote and hybrid work offer many benefits like flexibility and work-life balance, they also introduce new challenges around communication and coordination. As a manager, it’s critical to bring clarity, remove ambiguity, and communicate effectively in a distributed work environment. Here are some tips:

Set clear expectations upfront. Have 1-on-1 meetings with each team member to align on goals, responsibilities, schedules, and preferred communication channels. Revisit expectations regularly as needs evolve. Document everything to create clarity.

Overcommunicate critical information. Don’t assume things are clear through email or chat alone. Follow up verbally via video chat if needed. Summarise key decisions and action items after meetings.

Create transparency. Share status updates, timelines, roadmaps, and meeting notes with the broader team. Make sure everyone has visibility into key initiatives.

Listen actively. Ask thoughtful follow-up questions to uncover any uncertainty. Be alert for signs of confusion or misalignment.

Address issues promptly. If you sense ambiguity brewing, have a direct conversation to get everyone on the same page. Nip potential misunderstandings in the bud.

Simplify everything. Use plain, straightforward language in all communications – avoid corporate jargon. Outline processes and guidelines clearly. Streamline tools and workflows.

Encourage openness. Foster a culture where people feel comfortable asking clarifying questions without fear of judgement. Make yourself available to discuss.

In today’s remote and hybrid work world, good communication is even more crucial for success. As a manager, take proactive steps to bring clarity, combat ambiguity, and connect your distributed team. With a focus on clear and open communication, you can build transparency, alignment, and engagement across the organisation.

The Power of Great Leadership: Removing Ambiguity to Multiply Efforts

by Bob Bannister on 12 July 2023

In today’s dynamic and fast-paced world, effective leadership has become more critical than ever. Great leaders possess the ability to navigate through ambiguity, bringing clarity and focus to their teams. By eliminating uncertainty and providing clear direction, they enable individuals to work together synergistically, multiplying their collective efforts. In this blog post, we will explore how great leadership removes ambiguity and its profound impact on team productivity and success.

Setting Clear Goals and Expectations: One of the primary responsibilities of a great leader is to establish clear goals and expectations. Ambiguity arises when individuals are unsure about what they need to achieve and how their efforts contribute to the overall vision. By clearly defining objectives, milestones, and performance expectations, leaders empower their teams to align their efforts effectively. This clarity eliminates guesswork and enables individuals to focus their energy on the right priorities, thus multiplying their productivity.
Transparent Communication: Effective leaders understand the importance of open and transparent communication. They provide regular updates, share relevant information, and foster an environment where team members feel comfortable expressing their ideas and concerns. Transparent communication reduces ambiguity by ensuring that everyone has access to the same information. It prevents assumptions and misinterpretations, facilitating better decision-making and collaboration. When the team is well-informed, they can work cohesively towards a common goal, significantly multiplying their impact.
Providing Guidance and Support: Leadership is not only about setting goals and giving orders; it also involves guiding and supporting team members along their journey. Ambiguity often arises when individuals lack the necessary resources, skills, or knowledge to accomplish their tasks. Great leaders proactively identify these gaps and provide the guidance, training, and resources required to bridge them. By removing obstacles and equipping their teams with the right tools, leaders ensure that everyone can contribute meaningfully, multiplying their collective efforts.
Encouraging Collaboration and Empowerment: Ambiguity can be detrimental to teamwork, as it often leads to duplication of efforts, misalignment, and conflicts. Great leaders foster a collaborative culture, encouraging individuals to work together towards a shared purpose. They promote open dialogue, encourage diverse perspectives, and value every team member’s contributions. By empowering individuals to collaborate effectively, leaders eliminate ambiguity and unlock the collective potential of the team. This synergy allows for exponential growth and accomplishment of goals that would be difficult to achieve individually.
Embracing Agility and Adaptability: In today’s rapidly changing world, ambiguity is a constant presence. Great leaders understand the need for agility and adaptability to navigate through uncertainty. They promote a culture of learning, experimentation, and continuous improvement. By encouraging their teams to embrace change and be open to new ideas, leaders create an environment where ambiguity is seen as an opportunity rather than a hindrance. This mindset allows individuals to thrive in uncertain situations, adapting quickly and multiplying their efforts to overcome challenges.

Great leadership plays a pivotal role in removing ambiguity and enabling teams to multiply their efforts. By setting clear goals, fostering transparent communication, providing guidance and support, encouraging collaboration, and embracing agility, leaders create an environment where individuals can thrive. Through their actions, leaders inspire and empower their teams, unlocking their full potential and driving remarkable results. In a world where ambiguity is prevalent, the impact of great leadership cannot be overstated.

The empty office is not going to be because of remote working!

by Bob Bannister on 10 July 2023

The Looming Challenge of People Shortages in the Workplace: Demographic Shifts and Implications

As we step into an era of rapid technological advancements it becomes increasingly evident that the future of work will be marked by a new set of challenges. One such challenge is the impending shortage of skilled workers to meet the growing demands of various industries. This blog post explores the demographic changes that point towards a future with more jobs than people to fill them. Backed by academic references and insightful analysis, we delve into the causes, implications, and potential solutions for this emerging issue.

The Changing Demographics

The global population is experiencing significant demographic shifts that will have profound consequences on the labor market. Two key factors contribute to the people shortage challenge: declining birth rates and an ageing population.

Declining Birth Rates: Many developed and developing nations are witnessing declining birth rates, resulting in a smaller pool of working-age individuals entering the job market. Factors such as urbanisation, changing social dynamics, and improved access to education contribute to this trend (Bongaarts, 2017).

Ageing Population: Simultaneously, life expectancy rates are increasing, leading to a rise in the proportion of elderly individuals in the population. The World Health Organisation estimates that by 2050, the global population aged 60 years or older will more than double (World Health Organisation, 2021). This demographic shift places additional strain on the labor market, as older individuals often exit the workforce.

Implications for Organisations and Society

Skill Shortages: As more jobs become available and the workforce shrinks, organisations may struggle to find qualified individuals to fill essential positions. This challenge will be particularly acute in sectors that require specialised skills or knowledge, such as healthcare, information technology, and engineering (National Academies of Sciences, Engineering, and Medicine, 2017).

Economic Impact: People shortages can hinder economic growth and productivity. A study by the McKinsey Global Institute suggests that by 2030, the global economy could face a significant labor supply-demand imbalance, resulting in an annual economic impact of up to $8.5 trillion (McKinsey Global Institute, 2018).

Social and Welfare Considerations: The demographic changes pose challenges to social welfare systems, healthcare, and pension systems. The strain on resources and increased dependency ratios can strain governments’ ability to provide adequate support for ageing populations (United Nations, 2019).

Potential Solutions

Addressing the impending people shortage requires a multi-faceted approach involving policymakers, educational institutions, and employers. Several strategies can help mitigate the challenges ahead:

Upskilling and Re-skilling: Investing in education and training programs that equip individuals with relevant skills for emerging industries can bridge the gap between available jobs and qualified candidates. Lifelong learning initiatives and collaborations between academia and industry are crucial in this regard.

Promoting Workforce Diversity and Inclusion: Encouraging the inclusion of underrepresented groups, can unlock untapped talent pools and provide a broader base of potential workers.

Automation and Technological Innovations: Automation and artificial intelligence can augment human labor and help alleviate the impact of people shortages. By automating repetitive tasks, workers can focus on more complex and creative endeavours.

Flexible Work Arrangements: Embracing flexible work arrangements, such as remote work, part-time positions, and job sharing, can help utilise available talent more effectively. Companies that adopt flexible policies often attract and retain a diverse workforce.

The future challenge of people shortages in the workplace necessitates proactive measures to mitigate its potential negative consequences. Understanding the demographic changes and their implications is crucial for policymakers, employers, and society at large. By focusing on up-skilling, embracing diversity, leveraging technology, and fostering flexible work arrangements, we can navigate the changing landscape of work and ensure a sustainable and prosperous future.

References:

Bongaarts, J. (2017). Africa’s Unique Fertility Transition. Population and Development Review, 43(Supplement 1), 39-58.
McKinsey Global Institute. (2018). Jobs Lost, Jobs Gained: Workforce Transitions in a Time of Automation.
National Academies of Sciences, Engineering, and Medicine. (2017). The Future of Nursing: Leading Change, Advancing Health. The National Academies Press.
United Nations. (2019). World Population Ageing 2019: Highlights.
World Health Organization. (2021). World Report on Ageing and Health.