Want to know how to Create an Easily Achievable & Empowered Workplace Culture Immediately

It has never been more important to create a dynamic workplace culture than post pandemic.

Many companies can currently be found using a process originally put into place by Henry T Ford, which is assembly-line production. This was a very efficient way of increasing productivity in the factory, however, it also lead to poor working conditions and high staff turnover rates, and so Henry T. Ford decided to see if a process that had originally been submitted amid the Industrial Revolution would work. He proceeded in dropping down the six-day working with long hours to work from nine to five Monday to Friday allowing his employees would have two days off. Interestingly, it was then discovered that instead of losing productivity in his factories, he gained productivity. This was likely due to his employees being able to have a better work-life balance, so they were less likely to call in sick or quit their job. In fact, studies have shown that happy employees lead to companies making more money. This meant many companies followed suit, and now it is common place.

While this may have been a better working system for the employees, it did not take into account different lifestyles or commitments that people have outside of work. It also didn’t factor in that some people work better at night, or early in the morning. This can lead to employees feeling like they are not being productive when they are working, and can lead to a feeling of demotivation.

Now what we’ve been seeing over the last few years is a real change in the dynamics of the workplace. Mental health and stress are on the rise, as we have to conform and work towards regimes of being at our desks at a set time. With a large number of employees having very high pressured jobs as well, ill-health and stress-related illnesses were already steadily on the rise.

Fast forward to 2020 when we were met by a global pandemic, and it stopped the working world, in many countries in its tracks, as we had to adhere to social distancing. And many of us found ourselves in situations where we were forced to work from home, some for the first time ever. It was a learning curve for many, as we had to adapt to this new way of living and working.

At first, it was chaotic, with some people not knowing where to start, or how to go about structuring their day. Some found themselves feeling even more stressed as they were trying to juggle work with homeschooling or childcare. It was a lot to take on, and many people were struggling.

But as time has gone on, we have started to get used to this new way of living and working. And for some of us, we have even found that we prefer it. We don’t have to commute, which can save us time and money. We can be more flexible with our hours, and we can take breaks when we need to, instead of feeling like we have power through our work.

Of course, there are downsides to working from home as well. We can feel isolated and miss the social interaction that comes with working in an office. We can also find it harder to focus, as there are more distractions at home.

Looking at my area, a high-pressure, highly target-oriented sales environment, and then you’re working alone. When you rely on others’ personalities and persona in sales and bounce off of them. You may imagine how difficult it was for my staff under that system, not just because the firm was falling victim to the pandemic.

My team was faced with redundancies, they were faced with those moments where colleagues of theirs were fighting for their jobs, branches were closing and they were very isolated. It was a really difficult time, not just for my team but for everybody in the company.

So what we did was, we introduced some changes. We changed our targets, we changed the way that we were working, and we offered more support to staff, and suddenly I found myself having to lead them in a completely different way. I had to think on my feet and I had to design ways of working that suited them and supported their needs.

Working together, we understood how each other worked, and we put in new processes and flexed to the needs of the department. It was a really difficult time, but it was also a real learning curve for me as a manager.

It has been challenging, and there have been some dark days, but we have come out the other side stronger. And I think that is because of the way that we have adapted and changed to meet the needs of our employees.

Post pandemic saw us and many companies pivot again as the world slowly started to open up. We had to introduce new ways of working, such as staggered start and finish times, and home working two days a week. For some employees, this was great, as they loved the flexibility that it offered. But for others, it was a real struggle, as they felt like they could never switch off.

My company insisted that we all returned to the office as this suited the sales environment best, and I lost two of my team members they got used to working in their personal life around work.

Does the hybrid work?

For some, yes, but for others, it’s a real struggle to try and find that balance.

So how do you manage this changing landscape?

How do you manage a team who are all working in different ways?

The first thing that you need to do is understand your team and what works best for them. Do they prefer to be in the office or at home? Do they need more flexible hours, or are they happy with the set hours that you have in place? You need to understand their needs and preferences, and then you can start to put in place a system that works for them.

The next thing that you need to do is be flexible. The world is changing, and so are the needs of your employees. You need to be willing to change the way that you work to meet those needs. And finally, you need to offer support. Your employees are going to need some help in managing this new way of working, and you need to be there for them.

So those are three things that you can do to manage a team in a hybrid work environment. But what about when things go wrong?

The first thing that you need to do is understand the problem. Is it with the way that you are working, or is it with the way that your employees are working? If it is with the way that you are working, then you need to be willing to change. But if it is with the way that your employees are working, then you need to offer support and help them to find a way that works for them.

The second thing that you need to do is communicate. Talk to your team and find out what the problem is. Once you understand the problem, you can start to put in place a plan to fix it.

And finally, you need to be patient. This is a new way of working, and it is going to take some time for everyone to get used to it. Give your team the time and space that they need to adjust, and things will eventually start to improve.

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