Focus on the projects that matter now, not yesterday

 Bring your people along with your digital changes AND keep your tech team focused on the end-game.

Many organisations have implemented MS Teams, employee apps or provided their people with new technology without setting up clear governance on how to use the new channel. Scarily sometimes (even in 2022!) there is still no adoption strategy in place.

It takes time and ongoing effort to make sure that no employees are left behind and unable to participate (again, inclusion mindset). I have seen this with many clients, where they have a legacy product for video conferencing and are transitioning to a collaboration platform.

Without a clean shift to streamlined channels, the employees stick to their personal preferences, and then it all becomes a mess. Worse still, technology glitches. I have experienced and have had so many complaints from colleagues when going from Skype call to a Teams call and audio equipment goes on the blink.

Enabling middle managers

 While strong leadership through the start of the crisis was essential, we need to make sure middle managers and team leaders are trained and supported in good communication practices.

Executives in Diane Gehrson and Lynda Gratton’s 60-company survey say they need to focus on coaching, communication, and employee wellbeing today and I would say the biggest gaps and greatest impact are felt at the line manager level, keeping their teams connected, productive, and well.

I see opportunities for us to partner with HR on training modules and upskilling managers on communicating with a dispersed or hybrid workforce. As the saying goes, people join a company and leave a manager.

With the sea change and Great Resignation, we can make an impact here through upskilling others. It can be as simple as running training with managers on how to effectively use the communication tools and channels within the organisation to being a sparring partner or coach for a manager who needs that extra support.

Going external for this can be quite helpful for managers who might be new to a role or those who need to be challenged in their way of thinking.