Stable leadership and healthy company culture are the pillars of an efficient people strategy, especially in times of uncertainty and crisis after transitioning to remote work when workers lose team interaction and office culture.
FREMONT, CA: The pandemic has caused significant shifts in the workplace, accelerating remote work and making great resignation an alarming issue. The labor market has changed, and job seekers and employees have higher expectations from employers, demanding equal treatment, a fair approach, and competitive compensation.
These factors make it challenging to perpetuate business continuity and ensure talent attraction. Organizations encounter an intriguing moment to create top-notch strategies and develop a stellar leadership body. The objective is to strive toward the same goals and create alignment on critical issues. Therefore, people strategy is crucial for business success, productivity, high-performing teams, employee engagement, and loyalty. An efficient people strategy results in high-performing talent, cohesive leadership, a stable and healthy company culture, and increased diversity, equity, and inclusion.
Cohesive leadership teams drive the organization's vision and lead people through challenging times. Business can only thrive if decision-makers agree on crucial issues and guide by example. If not, the work environment becomes disorganized, and managers will struggle without a sense of direction. This affects employees and causes them to lose a sense of belonging.
Furthermore, stable leadership and healthy company culture are the pillars of an efficient people strategy. This is crucial during uncertain times and crises after shifting to remote work when employees have missed out on team interaction and office culture. As a result, HR teams should develop resilient and agile leadership teams to foster a purpose-driven culture, empower people, and help employees navigate challenging moments. They must also have a growth mindset and discover opportunities within hardships. This allows them to respond to complex situations proactively rather than merely reacting. This approach helps leadership teams shape a company’s future, and male employees are part of that.
HR teams and L&D departments should develop programs assisting leadership teams in growing and nurturing lifelong learning. The primary way to have a resilient company, a shared vision, and alignment on business objectives and people strategy is to develop future leaders. Therefore, HR should establish comprehensive training and opportunities to encourage workers to strive for managerial positions and take the initiative. For instance, they should recognize skills gaps, offer upskilling and reskilling, and foster internal mobility. Employees should know that they can progress in their company and participate in shaping the company's vision.
With these factors, people strategies should combine their efforts with HR teams to establish a human-centric company culture and implement programs to help employees join leadership teams in the future. In addition, this perpetuates companies’ goals and missions and grows the next generation of forward-thinking people driving business success.
People are every organization's most important and efficient asset as they shape its future, generate new ideas, and reach long-term goals. Therefore, it should be a priority to promote employees’ development, invest in leadership teams, and promote workplace connections.
