There are endless discussions on topics related to the Great Resignation and Quiet Quitting. Almost everyone has an opinion on the matter. Yet, truth be told, nearly all articles I've read about these trends talk about more or less the same aspects. They all say that to make people stay, you should respect their wants and needs, that leaders need to take a stand, and so on. These articles don't highlight the fact that teams need to collaborate and I mean really collaborate, to feel a deep connection and not grow apart. And that means: collaboration needs to be constant.
Now the reason why I mention this is because I recently had the opportunity to talk to many leaders at our booth at Web Summit, a technology conference. Naturally, they had different views about leadership. Yet, they had something in common. Each recognized the struggle to connect with their teams, especially now in this post-pandemic world.
So I want to ask you the same question - what makes a good leader? What springs to mind when you hear that question? Are experience, communication skills, and confidence the most important traits a leader needs to have? Or are other qualities just as important? Think about it for a second, as it's far from being an easy answer. Because, let's face it, in the last years, when working remotely has become the new normal, being a leader is no easy feat. A leader still has to maintain teamwork while keeping track of good communication and productivity. However, all these need to be done in a hybrid work environment. And most importantly, they need to be done in an environment where employees' perception of leadership is considerably weakened.
Therefore, yes, I have been thinking about all these aspects over and over again in the past weeks. And finally, I found the answer I was looking for. The funny thing is that I found it in an Inc. article that has nothing to do with the current world status. Here's what drew my attention.
"If more CEOs had to go out and sell their products, day in and day out, they'd pay a lot more attention to what they were making. The more unwilling they are to put themselves in the middle of that transaction, the better chance they have of missing out on a critical element of their business."
So, in this piece, the writers from Inc. refer to a sales technique. Still, the situation can be translated to any business department. It is as simple as that. For a leader to really understand what their employees are struggling with, they need to get their hands dirty and work side by side with their teams. Giving suggestions and pointing out problems from an ivory tower is simply not an option. Not in the times we live in and not in the times to come.
This is why I believe more and more each day that there is an acute need to break the traditional hierarchies. That we need to welcome a more collaborative perspective in our day-to-day lives. This is why I believe more and more each day that collaboration should be today's focus. Definitely, not conversations dominated by assertive voices. And yes, I believe it to be especially true if we refer to the C-suite level.
This being said, here's an approach for leaders to think about - invite employees to share the "boss powers" and adopt less directive leadership practices.
And before considering me crazy for even thinking that, here are some science reports to back up my claims.
According to Harvard Business Review, collaborative leaders are more likely to seek out diversity. They are more likely to build strategies and solve problems alongside their teams. Moreso, in collaborative workplaces, information runs naturally. And because of that, each member becomes responsible for the team.
Managers and executives who show vulnerability and put themselves in the middle of their teams can create an inclusive environment, release stress, and take ownership of their work. On top of that, they have better chances to harvest their teams at maximum potential while also keeping track of their struggles and businesses' weak points.
But that's not all. In a video from Harvard Business School, Linda Hill has a very powerful message. She specifically explains how important it is for teams to work together collaboratively:
"Innovation is not about a solo genius having an 'aha moment'; it's actually a collaborative process, usually with people who are quite different in their point of view."
With all this on the table, I want to focus my attention on you, the reader. As a leader looking to make things differently, one who wants to protect their people from growing apart and looking for new jobs, you must find courage in yourself and empower the team. You must find the courage not only to listen to their issues but take collective actions and work together in finding the solution. You must find the courage to offer continuous guidance yet also accept advice and critics. And last but not least, you must have the courage to step aside from time to time. Doing so will allow each team member to take responsibility for the others. Because only by literally working together will organizations manage to successfully bypass each bump in the road that is to come.
Unlock the secrets to reviving an unhappy team: Dive into strategies that transform workplace vibes and boost productivity.
Embrace innovative mentorship and bridge the gap between traditional approaches and the dynamic needs of your team members
In any organization, success fundamentally relies on the efficacy and productivity of its teams.
Recently, I came across a quote that really resonated with me: "Coaching is no longer a specialty. You cannot be a good manager without being a good coach."
A while back, I had the opportunity to read Barbara Kellerman's book "The End of Leadership." And that got me thinking.
There's this old saying, "there's a first time for everything." And we totally agree with that statement.
At Hapkey, we want to create a solution that gives teams more abilities to drive continuous team improvement, to be used by the leader and their team, not by the HR department.
Blue Monday, the third Monday in January, is often considered the most depressing day of the year.
It's the beginning of the year, so we decided to make a retrospective of 2022.
When it comes to human interactions, staying unbiased is no easy task. And that’s natural.
It's no wonder our minds are simply too weary, too tired to focus. The result? We end up being labeled as quiet quitters
Over the years, we have repeatedly raised the alarm, explaining how costly it is for organizations to have high turnover rates.
Studies show that, on average, within each working hour, employees check their emails 30 times. Yes, that means every two minutes.
Too many leaders take the easy road. They copy-paste management approaches from other companies in their context.
Studies show that, in fact, many companies don't manage to achieve a response rate of more than 50%.
The person you’re coaching finds their own path to excellence. It’s simple to explain but difficult to master.
How many employee survey tools do you think are out there? Can you even grasp such a number? Don't worry if you can't.
At Hapkey, we’ve used the following workshop to surface unhappiness factors and to — empower — the team to fix problems themselves, rather than you, the manager, being the “fixer”.
Inflexible return to office policies is hammering employee experience scores.
Simply put, the customers' satisfaction rate is directly connected with the employees' journey.
Specialists say that humanity already lived, back in 2020, through a recession triggered by COVID-19. However, it is considered to be the shortest downfall in history.
The modern leader is the one that shows the problem to solve and not the one who explains how to solve the problem.
It’s no secret that the COVID-19 pandemic has shifted the world, making companies review their ways of conducting business.
Each day, more and more companies realize the importance of happiness at work, understanding its vital role in retaining the labor force
By the end of 2021, more than 4 million employees had quit their jobs in pursuit for better opportunities. And that left a big vacuum in organizations.
A recent statistic shows that almost half of the surveyed workforce claims that their lives have been altered in the last two years
Recently, we raised the alarm on the Great Resignation. We took the chance to discuss the matter and offered some tips on how to tackle the issue. Yet, this being such an important topic, we decided to extend the discussion.
The secret for a successful business is to actually manage to keep the employees within the company, not just bring them into the team.
Feedback is not a one-way road. You don't only ask for the employees' opinions and leave them hanging. You have to also be able to start a conversation based on these insights and act upon them.
Ask any team leader about the decisions they make when it comes to leading their employees, they will tell you that everything they do is to benefit the organization.
Research shows that people who are assigned boring and repetitive tasks are more likely to get distracted when working outside the office environment.
Discussing an issue makes people feel more confident about finding a solution.
Each organization is unique, and its culture is cultivated in every single interaction between employees.
There is no such thing as private and professional happiness. There is just one universal happiness formed by multiple parts.
There's no secret that in order to have high-performing teams, all members need to be happy.
To be successful in business, you need more than talented people on your team.
More than often, leaders are being perceived only for their management skills.
As a general rule, people don't usually like showing off their vulnerabilities
Does happiness have to end when the workday begins?
We went looking for answers. This is what we discovered.
Recently, a study that started in 2011 presented an actual scientific link between high-performance teams and the level of happiness of their members.
Sadly, on average, people tend not to be very fond of their jobs. They see their work as a necessity but not as something enjoyable.
Management has no idea that their employees are unhappy and are ready to abort the ship
People have become more acutely aware that we need to have a digital way of working relating to HR.
Always follow up with your employees to understand their situations and problems that they might face.
Rather than focusing on engagement, concentrate on happiness.
Alexander talks about how Frank Digital works towards a happier work environment
Marija shares her story of using Hapkey at Ombori.
Hapkey's CEO, Marcus Castenfors, had the pleasure of interviewing Henrik Kniberg this week.
Hapkey's CEO Marcus Castenfors joined the podcast "Fika med oss" this week to talk about employee happiness and organizational change.