Dec 22, 2022
As we close out 2022, I’m focusing this month on how I can best prepare myself – and you – for a successful 2023.
In my world, this time of year is typically filled with prediction posts and podcasts, where thought leaders share what they believe will be the challenges and opportunities ahead in the new year, related to the world of work.
Since my focus is on preparing leaders – like you – to embrace the future of work, and to develop the skills necessary to lead with impact, instead of making predictions that may or may not come true, I’m sharing with you 10 areas that are critical for leaders to focus on, in order to lead with impact in the future of work.
1. Fight for Flexibility for Your Team Members
People want to effortlessly work how, where, when, and for whom they want. 40% of respondents in McKinsey’s Great Attrition Great Attraction Survey published in September 2021, said that Flexibility was the number one reason they accepted their current job.
2. Prioritize Career Growth and Development Opportunities for Your People
3. Help Your People to Connect with Meaning and Purpose in Their Work
Connect people to something bigger than themselves and help them contribute.
According to Gallup research, a 10% improvement in employees' connection with the Mission or Purpose of their organization leads to an 8.1% decrease in turnover and a 4.4% increase in profitability.
I love this quote from Laszlo Bock – the current CEO & Co-founder of Humu and former Google SVP of People Operations -> “The single biggest thing you can do [as a leader] is make the work feel meaningful.”
What is an organization’s Purpose? It’s what we do for our customers. Some good examples:
4. Commit to Real Change and Action with Your Diversity, Equity, Inclusion, and Belonging Efforts
To learn more about how to do this, check out
Impact Makers Episode #51 - The Value of Taking a Strategic
Approach to Diversity, Equity, and Inclusion with Jennifer
Ingram
5. Invest in Your Leaders – Specifically Front-Line
Supervisors
The biggest gains businesses will witness in the future will come from hiring and training the right managers, who care for, develop, and maximize the strengths of every single employee.
70% of the variance between the highest engaged teams and persistently disengaged teams is just the manager. (Based on meta-analytics of 100 million employee interviews – Gallup)
6. Focus On Skills Identification and Development
Quote from Jonas Prising - Chairman & CEO of ManpowerGroup:
“Helping people to pre-skill, upskill and reskill for in-demand roles in this Skills Revolution remains the defining challenge of this decade. It was important before the pandemic and is even more critical now – to create a better workplace where everyone is able to unleash their full human potential and have a more equitable share of the prosperity.”
7. SEE Your People
According to the results of a SurveyMonkey / Bonusly Survey, 63% of employees who are regularly recognized were “very unlikely” to look for a job in the next 6 months, and 89% of employees who are rarely recognized are open to accepting a new job.
The number one reason why people left a job without another one in hand was uncaring leaders. - McKinsey's Great Attrition Great Attraction Survey
8. Grow Yourself
9. Develop Your Influence
“You don’t get influence through control. You get influence
through other people’s positive experience of you. You get
influence through people wanting you involved - not by telling them
you have to be.” — Neil Morrison – Former Group HR Director,
Penguin Random House now Group HR Director at Severn Trent
Water
10. Embrace (and lead) Disruption.
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Supporting Resources:
Great Attrition Great Attraction Survey: https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/great-attrition-or-great-attraction-the-choice-is-yours
State of the Hourly Worker Report: https://www.shiftboard.com/wp-content/uploads/2020/10/State-of-Hourly-Worker_Ebook_Oct-2020.pdf
Gloat Research Group’s Great Resignation 2.0 Report: https://gloat.com/wp-content/uploads/GreatResignationReport-2.0.pdf
Gallup research - Three Ways Mission-Driven Workplaces Perform Better: https://www.gallup.com/workplace/236279/three-ways-mission-driven-workplaces-perform-better.aspx
Impact Makers Episode #51 - The Value of Taking a Strategic Approach to Diversity, Equity, and Inclusion with Jennifer Ingram: https://jennifermcclure.net/2020/11/19/the-value-of-taking-a-strategic-approach-to-diversity-equity-and-inclusion-with-jennifer-ingram/
Gallup research: Managers Account for 70% of Variance in
Employee Engagement
https://news.gallup.com/businessjournal/182792/managers-account-variance-employee-engagement.aspx
Impact Makers Episode #64: Creating Career Pathways to Unlock Opportunity for the Workforce of the Future with Matthew Daniel: https://jennifermcclure.net/2022/09/22/creating-career-pathways-to-unlock-opportunity-for-the-workforce-of-the-future-with-matthew-daniel/
SurveyMonkey / Bonusly Survey: https://www.surveymonkey.com/curiosity/employee-recognition-and-retention/
Impact Makers Episode #63: Defining Return on Workforce
Investment in the Future of Work with Dr. Alexander Alonso:
https://jennifermcclure.net/2022/09/15/defining-return-on-workforce-investment-in-the-future-of-work-with-dr-alexander-alonso/
Connect with Jennifer:
Send her a message: https://jennifermcclure.net/contact
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On Twitter https://twitter.com/JenniferMcClure
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