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The past few years have been ones of rapid change, and that's likely to continue.
Midway through the covid pandemic, Microsoft's work trends analysis showed several inflection points, some of which are troubling.
- Flexible work is here to stay.
- Leaders are out of touch and need awake-up call.
- Productivity is masking an exhausted workforce.
- Younger generation is at risk and will need to be re-energized.
- Shrinking networks are endangering innovation.
- Authenticity spurs productivity and well-being.
- Talent is everywhere in a hybrid work world.
Not everybody has trouble finding and keeping talent. Take a good look at those who know how to keep talent to determine what can you do to stay ahead. Here are four ideas:
- Create a plan to empower people.
- Invest in technology to bridge the physical and digital worlds.
- Prioritize rebuilding culture.
- Rethink employee experiences to compete for the best talent.
And bear in mind that change is constant and may be accelerating.
Transformation efforts frequently fail, yet the post-covid world will require transforming the application of logistics as well as many other areas. John Kotter, a noted teacher and management guru, has suggested reasons why transformation efforts may not succeed. First and most important is a lack of urgency. The urgency must come from the chief executive, and without it the skeptics will find reasons to do nothing. The transformation exercise requires a powerful coalition to guide the process. It is more than one person can handle, and the people responsible for transformation must be identified and kept in high profile. Change works best when there are short-term wins, and it is vitally important to publicize these points of progress as they are identified. Finally, change must be part of the corporate culture.
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