Minimizing Anxiety During a Hybrid or Flexible Work Transition - Part 2


How to Retain Key Talent and Avoid the Great Resignation


Continuing from the previous article, which outlined strategies for the planning phase of a hybrid or flexible work transition, here are some factors to consider during the implementation and rollout stages. In the weeks leading up to and including rollout, consider the following:



1. Outline the benefits of the change. Focus on the positive aspects of the change and set up leaders up to perpetuate the new cultural norms, effectively answer questions, and support their teams around any anxiety they may have around the change.


2. Introduce Agile to your entire organization. Discuss its benefits and show how it compliments the rapid changes of pandemic life by illustrating examples of use as they emerge.


3. Overcommunicate! Create a rollout schedule and regularly update everyone on where the transition plan stands, why the change is good and what the next steps are. Get the organization excited and involve them in the hype! Create an open-door policy for feedback and discuss change needs during weekly project meetings while planning for Phase 2.

4. Use a multimedia strategy. Not just memos and emails that get ignored. Use every platform available to you, like your intranet landing pages, social media platforms or SMS pushes. Cater to the recipient, not the sender and make information in as many ways as possible.


5. Tailor the experience – Have all leaders in the organization regularly meet with each of their team members and ask about their anxieties around returning to the office. Ensure they offer support as needed and share feedback upwardly but anonymously.


6. Team Coaching - Have internal coaches work with teams across the organization to coach around these anxieties. Build these behavioural expectations for leaders into your performance management program. HR designates can track any emerging trends and communicate them with the Change Management team.


7. Set up your feedback mechanisms – Adopt the infrastructure prior to launch to gather the necessary statistics and feedback about how the transition is going in real time. Plan to meet and review them every quarter unless external factors intervene beforehand.


The new zeitgeist is upon us; employees are now prioritizing their own values before the values of the organization. How organizations plan to manage this monumental shift will depend on how they choose to plan for and mitigate workplace changes. By taking some care into how the change itself is managed, organizations can minimize retain their staff who have been so loyal to them during the darkest day of the pandemic.


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If your organization is struggling with a transition to hybrid work or the Great Resignation, we are here to support you. Set up a free 15-minute consultation with Jennifer Britton at Potentials Realized via Calendly at a time that works for you, and she would be happy to answer your questions!


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