Will 2022 bring any more certainty than 2021?

Welcome to 2022, a year which will there will be continued uncertainty in our lives, however organisations now need to start providing workers with stability in somewhat unstable times. Heading into the Christmas break in 2021 there was a sense of hope however Omnicron and case numbers have placed everyone back into uncertainty and for many, self isolation.

The 'great resignation' is being toted as a challenge, where workers may choose to jump ship if flexibility isn't highly valued and they are seeking new challenges. 

So what should you focus on in 2022? 

Following are a number of areas for leaders and organisations to focus on in 2022:

1) Be clear about the new way of working: for many workplaces, especially in corporate workplaces it seems that 'blended' working arrangements will be the new norm, with a mix of work from home days as well as being in the office. For workplaces where that isn't being actively committed to by now, the uncertainty may lead to employees seeking organisations who are clear about the commitment to flexible working. Investment in the complimentary skills to working in this hybrid fashion should be high on the learning agenda in organisations. 

2) A new way of leading change - if ever managers needed skills to assist in managing change it is now. Keeping your teams informed of upcoming changes requires the whole organisation to be on point with communications, and for the strategy teams to be driving and actively managing alignment and priorities within the organisation.

3) Being aware of the mental health of your team should be on your radar if you are a leader or even a consideration as a colleague. Never has it been more important to communicate regularly with your team and to 'check in' with them all. Obviously the preference will be to do this in person, however sometimes this will not be possible. Here is a handy resource from the Black Dog institute. 

4) Building resilience in your team. There are a number of aspects of resilience that you can work on with your team. This is a good read from Harvard Business Review which touches on some aspects such as optimism, honest communication and mindfulness.  You should also ensure your team members take leave to achieve a sense of balance and control. 

5) Onboarding and induction processes need to be of high quality and revised for remote onboarding and induction. Creating a sense of belonging and connection is more important than ever. 

6) Celebrating success must be a priority. Among the ups and downs of a pandemic, being able to celebrate successes and 'wins' achieved by your teams, is something that can lift team spirits and remind your people why they turn up (log on) every day.  

All of these areas should be considered and focused on, especially the first area where your organisation needs to be clear about the 'new normal'. This may be challenging for some organisations, and strategies and workforce skills may need to be revisited as well. With the change agenda clear for the next year, there will be challenges in the change management landscape and more pressure on leaders to adapt to the new way of working as well. These represent opportunities for your people not just to survive but to thrive.

Therese is a change thought leader who resides in Sydney, Australia. All views expressed, do not reflect the official policy or position of any other agency, organisation, employer or company. 

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