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Upcoming Presentation: 2022 and Beyond: Benefits of Successfully Navigating Change in a Fast-Paced PM Workplace
By: Scott Lesnick, Global Leadership Keynote Speaker, Successful Business Solutions LLC
In my upcoming presentation at the Virtual Experience Series 2022: PMXPO 24 March, I will share how we can better work through the many facets of change, such as:
The world has changed professionally and personally. Not since 9/11 have we been as challenged to change how we live, work and socialize. None of us are the same now that a pandemic has shown us a new normal. People are exhausted, hopeful and concerned about their jobs. To retain your team and talent, you must understand the effect change has on staff or risk losing them to a competitor. The “Great Resignation” is upon us. Addressing this and other employee concerns openly will increase retention, grow productivity, lower stress and health issues, as well as strengthen communications.
We understand that change is a constant and it’s our job as project management leaders to assist staff who are struggling, give them the tools and let them know they’re not alone. In my session, topics covered include workplace innovation and remote technology to increase productivity and sales and a focused and strong workplace culture. We’ll also focus on team development, growing leaders and performance.
Change comes in many forms. Sometimes, it’s an organizational change or health concern. Or, it may be uncertainty in your industry, more disruption, or more competition. And it can be the people side including how to cope. Fear and anxiety, new management, new staff and new roles can be an opportunity for growth. Plus, change can provide an opportunity for additional learning, inclusion, higher retention and advancement too.
From a workplace perspective, here’s what you need to know.
Workers ages 25-75 are leaving their jobs by the millions for various reasons including:
With retention comes compromise. This leads to less turnover, higher project productivity and a focus on business and not scrambling to fill empty positions. This benefits our projects and success! Here’s how to keep that talent and mitigate the great resignation’s hold has on businesses and organizations.
1) Flexibility and health matters - remote and in-office, flexible hours, vaccinated or not, childcare, health and wellness. In 2022, the ability of business owners and leaders to navigate these issues will determine the depth of your employee benchmarking. Do you have a plan in place to keep staff who do not choose to get vaccinated? Can you offer childcare or be flexible with drop-off and pick-up times? Do you have a solid healthcare plan in place with wellness incentives? Can staff work remotely? These key questions matter to a majority of workers. Getting this right will grow retention.
2) My manager is a JERK is a kind way of saying that people are leaving because their manager does not listen, lead or assist well. The last two years have been incredibly difficult and everyone has a unique story of how they’ve navigated the pandemic. Today’s managers and leaders must be trained to be compassionate, listen with purpose and pitch in more when needed. Yes, the world has changed and so has the way we do business. Being nice goes a long way!
3) Millions of people are dipping their feet into self-employment. They’re taking the risk and hoping that working for themselves will give them the flexibility, income and lifestyle that the last two years have shown them that they want. This is a significant number and most are/were employed before going solo. Keeping talent requires listening. Are you noticing a pattern developing? Asking good questions and listening well will uncover a list of concerns that you didn’t know existed. Being proactive and having weekly meetings with staff can shed light on where individuals are and what they’re thinking.
The great resignation is here, change is constant and we’re living in unique times. It is costly, time- sucking and difficult to hire new employees to work on our projects. It stands to reason then that if we can be proactive with staff and try to give them enough reasons to stay, then we can slow down the mass exodus of talent that is looking for other opportunities.
If those we work with can successfully navigate the intricacies change brings, we’ll continue to grow, increase our productivity and have a distinct advantage in advancing the important project management business services we provide. It’s a leader’s responsibility to help their team navigate change with the least amount of drama, tension and fear. This presentation will give you the tools needed to lead staff and teams though change, grow communications and create a strong workplace culture. I hope you will join me at PMI’s Virtual Experience Series: PMXPO 24 March.