Prior to March 2020, the United States watched as other countries responded to COVID19. Then it happened, and within days, the country shut down, and businesses had to respond or fear the impact to their business. In some cases, businesses did not reopen while others adjusted to keep operations running. But it wasn’t only the pandemic that we needed to adjust to, a string of societal injustices also created a wave of concern that forced businesses to respond. #BLM and #StopAsianHate movements generated a powerful reaction. This caused employers to take a stance and respond in fear that their employees would feel they were not sensitive to the populations. It is important to head off conversations among staff that would lead to a response that is reactive.
The emerging trend among working people is to find companies that foster human connectivity. It has become apparent that the day of working for a company to earn a day’s pay is long gone and its being replaced by working for a company that puts their people first.
Popular websites like Glassdoor and Indeed make it easy for people to check out what employees are saying about a company before they apply.
Adapting to the changes isn’t an HR function – it’s a culture function that comes from the top and trickles downward. When reviewing what the future of company culture looks like for your business, consider these 4 factors to be front and center :
1. Lead with Empathy
The ability to understand and share in someone else’s feelings is a strength needed now more than ever. How you lead matters. The examples your senior leaders set will ultimately be replicated by other leaders in your organization. Leading with empathy has become obvious as challenges that employees encounter have expanded. Caring for a child because a spouse loses their battle with COVID. Finding childcare when childcare operations are reducing capacity and a normal sniffle becomes a COVID concern. Taking an African-American or Asian child out of a prominently Caucasian school because of fears of safety has grown. Managers are geared to think “black and white” – that’s what HR has taught them in the past – policy trumps everything but now we have to rethink our future. How does leading with empathy look in the workplace? Try starting with a question, “how can I help you as you go through this life change and continue to achieve your work results?” or “I’m sorry your family is going through this. It must be incredibly difficult. What can I do to support you”? Small steps that humanizes the work environment and allows one to be vulnerable in a safe space may create stronger connections that result in better employee retention and drive to do well.
2. Review Policies
Revisit your handbook and amend policies that were too black and white. Create flexibility where you can so you can take each situation into consideration before deciding. That’s not to say put your favorite person on leave with pay and fire the other individual that calls out after 3 days. It means – seek to understand the situation of each person and weigh out what your business can do to accommodate the need of the employee before saying “No”. If the end result is a “No”, are there other options that you can employ that may meet the employee in the middle?
3. Talk About the Culture You Want Often
Talk about it often. Don’t let it be a one-time statement. The more you talk about what your culture will look like, the more your employees will believe you. Companies use regular company-wide cadence calls to provide real I emphasize real – because there are plenty of successful CEOs that have regular cadence calls and talk in circles without addressing questions or sharing company initiatives clearly. Don’t be that company. Talk simply and encourage employees to engage with you. Make Open Door Policies a way for employees to feel confident they can talk to leadership. You don’t have to appease everyone but you should at least hear everyone out. Use social media to share what your company is doing! Get employee champions to help foster the culture and have them take over social media for a day so they can showcase what working for your company means to them! People love to see real examples of great work in a great culture.
4. Know What's Going On and Respond Timely
Lastly, keep up with what is happening in your company, in your state, in your country and around the world. Know your employee population. Understand what is important to them. It may be a social injustice movement, flexibility in schedules or mental health care. Respond to events that matter most to your people timely and genuinely. If you wait weeks to respond on a current event, you will miss the opportunity to show your business’s connection to your team.
The pandemic has forced employers to rethink their company culture to retain their workforce. Considering these four factors is a good start to show your company’s commitment to acclimating to the new norm.
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