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Management in 2022: Tap These Trends to Boost Your Performance

Good leaders are constantly developing their skills -- searching for ways to be more effective. But the past couple of years have been like no other. That means it's time to take new approaches in 2022 and beyond. It's tempting to rush getting back to normal, but there is no "back," there's only forward. Be empathetic to what your team is going through and solve the problems you can for them.

Identify the New Normal

Leaders in 2022 must make decisions on what standards and behaviors to bring forward into the new year and which can be left behind. As you compete for talent or try to hold onto your existing team, consider how your company is moving into the future. How can you develop an inclusive culture designed to foster engagement, retention and productivity?

Stay Flexible

If we've learned anything in recent years, it's that the unpredictable happens. Being able to pivot can be essential to weathering the storm. The companies that succeeded during the pandemic were the ones that were able to be flexible. Sticking rigidly to how things are "supposed to be done" can be frustrating.

Recognize Effort

If all or part of your team will continue to work from home, adjust your management methods as needed. Employees still want to be seen. According to a study from Kansas State University and the University of Mississippi's Novak Leadership Institute, younger workers, in particular, want to be recognized and respected. Respondents said they wanted their managers to value them as team members and recognize their need for work/life balance.

Reassess Benefits

A few years ago, managers thought the most valuable perks they could offer their employees were free pizza and ping pong tables, but nobody asked employees what they needed. Turns out you will get more value and engagement out of mental health-focused benefits like flexible hours, mental health days, and coverage for counseling and other mental health care services.

Encourage Employee Wellness

Fast-paced work environments have always led to high stress. The addition of worries associated with the pandemic and its aftermath have only made conditions worse. Workplace wellness programs can make a difference. It increases employees' sense of well-being when their concerns are heard and their need for work-life balance is respected.

It's important for employers to recognize when employees are struggling and that resources are available to them. Consider team-building activities -- virtual or otherwise, non-work video calls and access to fitness, health, and stress reduction programs. Be sure employees have access to information and resources relating to mental health issues like depression, anxiety, and stress.

Cultivate Soft Skills

It's easy to focus on matching job-specific or technical skills when hiring, promoting, or managing talent. But soft skills such as communication, adaptability, resilience, and the ability to solve problems can be of equal importance, especially as it relates to the overall impact on the organization and working well with peers and others.

Use Technology Wisely

What can be accomplished with technology is virtually without limit. But just because you can use technology doesn't mean you should. For example, there is a rise of programs designed to track employee behavior such as eye movement. The damage done to employee morale can outweigh any benefits of tracking.

Build a More Flexible Workforce

For many businesses, the nine-to-five business model is no longer desirable. Employees are increasingly opting for a gig lifestyle or indicating a preference for flexible schedules and remote work. Employers find advantages to this development as well because they can flex their workforce up and down with demand.

A staffing firm can be an excellent resource in the effort to keep your workforce flexible.

Promote From Within

As the talent market has gotten increasingly tighter, employers are recognizing the resources they have right in front of them as offering opportunities they wouldn't otherwise. Leaders are made, not born. One of the best things you can do for your employees is to help them to develop their leadership skills.

Businesses see the advantages of internal promotion. It improves morale, retention, and engagement. It reduces the cost and time to hire and allows organizations to adapt quickly to change. According to LinkedIn's Global Talent Trends 2020 report, talent acquisition professionals agree that internal promotions:

  • Improves retention (81%).
  • Increased productivity (69%).
  • Accelerates the hiring process (63%).

Employees at companies with high internal mobility remain at the company twice as long -- 5.4 years compared to 2.9 years.

Make Diversity A Priority

For companies that have been operating in crisis mode, diversity was often shifted to the back burner, primarily because DE&I is considered a nice-to-have, not a must-have. It's essential to communicate throughout the organization the genuine bottom-line advantages that come with diversity. When your workforce, and more importantly, your leadership is made up of diverse races, ages, genders, sexual orientations, and cultures, you'll see innovation, engagement, and a stronger bottom line.

Foster Open Communication

Remote and hybrid workplaces have made intentional communication more important than ever. Employees need to know what is expected of them and they always have an open channel to bring up any concerns. Provide multiple channels and schedule regular meetings. One-on-one meetings can ensure everyone is on the same page, and team meetings can help keep teams strong and interactive. Regular, ongoing communication is the best way to ensure employees are happy, focused, and on track.

Avoid Micromanaging

It can be tempting to stay on top of employees, especially when they are not right in front of you. Resist this temptation if you don't want to alienate your best people. Set clear expectations and allow employees to work at their own pace in their work style. As long as they produce the correct results and make deadlines, you can trust that they are doing their jobs.

Provide Regular Updates

As much as no one wants to be micromanaged, they do want to know where they stand. Give them performance reviews sharing what they've done well and how they can improve. Use metrics and specifics. Vague feedback such as "do better" helps no one and can cause frustration and stress.

Recognize Potential

Be sure employees are in jobs that use their skills. This means having conversations to discuss what they do best, what they enjoy and where they see their future moving. Assign them to projects or teams that make the most of their abilities. Take time to listen to be sure you're on the right track.

Recognize Excellence

It's easy to take exceptional employees for granted. You know, the people who always show up, do their jobs without complaining and are happy to assist their co-workers. Identify these employees and reward their efforts through public recognition, promotions and raises.

Remember Employees Are People Too

Of course, you hire people because you need them to do a job, but you often get more out of them when you see them as individuals with their own dreams and goals and a life outside work. When you know what's going on with your employees, you can tell the difference between an underperforming employee who's got a sick child or leaky roof and one who is just slacking.

Develop the Next Generation of Leaders

Demonstrate leadership through your behavior. Let them see that it's about influence and remaining humble, not power and hierarchy. Identify those who have the potential (and the desire) to be future leaders and begin preparing and developing them. The best leaders see their number one job as maximizing each employee's potential. This will continue to be true in 2022 and beyond.