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Mode of working post covid-19 pandemic. Home, Office or hybrid work model

Why Hybrid Work is the Best SolutionThe pandemic dramatically shifted the way we work, but one of the most lasting changes has been the rise of remote work. As companies navigate the post-pandemic landscape, hybrid work—a blend of in-office and remote work—has emerged as the best solution. The future of work is hybrid, and employees expect it. In fact, 54% of workers believe hybrid work will become the norm. Here's why.1. Reduced Employee TurnoverEmployee turnover is a significant cost for companies, not only due to the loss of experience but also the costs associated with hiring and onboarding new employees. Hybrid work models have been shown to reduce turnover by 12%. Offering employees the flexibility to choose how and where they work leads to greater satisfaction and loyalty. The hybrid model also reflects the changing preferences of the modern workforce, particularly Millennials and Gen Z, who prioritize life-work balance and flexibility.2. Attracting and Retaining Top TalentFlexibility has become a critical factor in attracting top talent, who now have a broader range of opportunities. These individuals are setting the rules. According to recent studies, 59% of workers say they are more likely to choose an employer that offers remote work opportunities over one that doesn’t. For companies looking to attract top talent, offering a hybrid work model can make a significant difference. However, it’s important to emphasize that hybrid work should be an option, not a requirement—employees value the ability to choose.3. Boosted ProductivityContrary to concerns that remote work might reduce productivity, research shows the opposite. An impressive 77% of employees who work remotely at least part-time report improved productivity. When hybrid teams are managed effectively, productivity can increase by as much as 20%. This makes hybrid work a win-win for both employee well-being and business performance. Many companies are investing in training programs to ensure that managers are equipped with the right tools to lead hybrid teams effectively, further enhancing productivity.4. Cost Savings for Companies and EmployeesOne of the less discussed but highly impactful benefits of hybrid work is the cost savings it brings. On average, U.S. companies save $11,000 per employee annually in a hybrid environment. I think financial outcome is similar in EU. Savings come from reduced office space needs, lower utility costs, and decreased spending on office supplies. Hybrid work can reduce workspace requirements by up to 40%, allowing businesses to downsize physical offices without sacrificing productivity or collaboration. Concepts like "hot desks" and open spaces are likely here to stay. Employees also benefit from significant time and cost savings by eliminating or reducing their daily commute. This not only cuts down on transportation expenses, such as fuel, parking, or public transit fees, but also frees up valuable time that can be used for personal gain and overall life-work balance.5. A Sustainable Long-Term ApproachAs companies plan for the future, hybrid work is proving to be a sustainable, long-term solution. A Gallup report from February 2023 found that over half (52%) of employees were working in a hybrid model, with this number expected to grow. Even large companies like EY are moving away from fully remote setups, with 99% of employees required or encouraged to be in the office at least two days a week. This balance between remote and in-office work fosters team connectivity while providing the flexibility employees value.ConclusionHybrid work is more than a temporary trend; it is the future of work. It offers a solution that improves employee satisfaction and retention while boosting productivity and reducing costs for businesses. With the rise of younger generations in the workforce, hybrid models that emphasize flexibility will continue to shape how we work.Providing top talent—and ideally all employees—the choice between office, hybrid, or 100% remote work can make your company more attractive in today’s competitive talent market. For many employees, the ability to work in a hybrid model is more important than a higher salary.Is there an ideal ratio between home and office days? Yes, research suggests that a 2:3 or 3:2 split—two days in the office and three days at home, or vice versa—yields the best results, though outcomes may vary.Sources:EY Future Workplace Index 2023 Hybrid Work Statistics - OfficeRnD

Hybrid Work Wins

Male team leader talking to diverse businesspeople at office meeting

The Power of Storytelling in Leadership and MentoringWhen we were children, we loved listening to stories. They taught us lessons, stirred our emotions, and kept us eager for more. Stories are embedded in our memory, and we continue to love them as adults. Storytelling is the art of sharing lessons we have learnt so they can inspire, teach, and motivate. It's a powerful way to connect with others, share wisdom, and influence behavior. In mentoring, storytelling serves as a bridge between experience and learning. By sharing stories, mentors don't just pass on knowledge; they foster self-reflection and motivate their mentees to grow.Storytelling is also a reflective practice. To use your experience you need to understand what it thought you and how have used this learning. It allows you to revisit your experiences, helping you gain clarity on your own journey. By analyzing your stories, you gain insights into your behavior, decisions, and the outcomes they produced. This self-awareness is a key component of effective leadership and mentoring, enabling you to lead with empathy and wisdom.The Pluses and Pitfalls of StorytellingWhile storytelling is a powerful tool, like any tool, it has its advantages and disadvantages. Understanding these can help you leverage storytelling more effectively in your leadership and mentoring roles.Pluses of StorytellingEngagement and Connection: Stories have a unique ability to capture attention and create emotional connections. Unlike dry data or abstract theories, a well-told story is both emotional and human, allowing listeners to relate to it. In a mentoring relationship, this connection can bridge the gap between mentor and mentee, making the learning experience more engaging and impactful.Simplification of Complex Ideas: One of the most significant benefits of storytelling is its ability to simplify complex concepts. By framing information within a narrative, you can break down abstract ideas into digestible pieces. This is especially useful in mentoring, where conveying wisdom and guidance often requires translating your extensive experience into lessons that a mentee can easily understand and apply.Memorability and Influence: Stories are easier to remember than raw information. When you share a story, you're not just imparting knowledge; you're embedding that knowledge in a format that's more likely to stick with your audience. This lasting impact can shape a mentee's approach to current situation and future challenges, influencing their behavior long after the story has been told.Pitfalls of StorytellingOver-Reliance on Anecdotes: While stories can be powerful, they can also be misleading if relied upon too heavily. Anecdotal evidence doesn't always represent the broader truth, and a single story might lead to oversimplified conclusions. As a leader, it's crucial to balance storytelling with data and evidence to provide a well-rounded perspective.Potential for Misinterpretation: The meaning of a story can vary depending on the listener's perspective and experience. A mentee might draw different conclusions from a story than you intended, which could lead to confusion or misguided actions. To mitigate this, share the lessons learned and how you applied them in similar situations.Risk of Over-Enrichment: In the effort to make a story more engaging, there's a temptation to exaggerate details or outcomes. While this might make for a better story, it can also lead to unrealistic expectations or a loss of trust if the embellishment is discovered. Maintaining authenticity is key to preserving credibility in storytelling. How to Make Storytelling More EffectiveTo maximize the impact of storytelling in your leadership or mentoring role, consider the following strategies:<ol><li>Know Your Audience: Understanding who you're speaking to is the first step in effective storytelling. Tailor your stories to resonate with your audience's understanding, experiences, challenges, and goals. For example, a story that inspires a seasoned executive might differ from one that motivates a new manager. Knowing your audience ensures that your message is relevant and impactful.</li><li>Choose Stories Relevant to the Situation: Not every story is appropriate for every situation. Select stories that directly relate to the topic at hand, providing clear and relevant lessons. For instance, if you're mentoring someone on leadership under pressure, share a story about a time you managed a crisis. Relevance increases the likelihood that your story will be meaningful and instructive. 3. Keep It Authentic and Relatable: Authenticity is crucial in storytelling. Share stories that reflect your genuine experiences and emotions. Do not hesitate to talk about your failures and what did your learn from them. This openness and authenticity builds trust and makes your stories more relatable. Additionally, choose stories that your audience can see themselves in—stories that mirror their own challenges or aspirations.&nbsp; 4. Balance Emotion with Logic: While stories are inherently emotional, it's important to balance this emotion with logic and reason. Follow up your story with a discussion of the practical lessons it brings, ensuring that your audience understands both the emotional impact and the actionable insights. This balance helps to keep the narrative grounded in reality, making it a more effective teaching tool. 5. Encourage Reflection and Discussion: After sharing a story, encourage your audience to reflect on it and discuss its implications. Ask open-ended questions like, "What would you have done in that situation?" or "How can we apply this lesson to our current challenge?" This not only reinforces the lesson but also engages your audience in active learning, making the experience more interactive and impactful.</li></ol>ConclusionStorytelling is a double-edged sword in leadership and mentoring. Its ability to engage, simplify, and leave a lasting impact makes it an invaluable tool for inspiring and teaching. However, it's not without its challenges—misinterpretation, over-reliance, and the risk of embellishing stories can undermine its effectiveness. By understanding both the strengths and pitfalls of storytelling, you can use it more effectively, turning your narratives into powerful learning experiences for your mentees. Remember: If you use storytelling too often you can become boring instead of inspiring.&nbsp;Adding storytelling to your management toolkit can enhance your ability to inspire, mentor, and lead. Each story you share has the potential to teach valuable lessons, model successful behavior, and encourage self-reflection. As you continue on your leadership journey, remember that every story you tell is an opportunity to guide, inspire, and teach. Embrace storytelling as a tool to not only communicate but also to connect, leaving a positive and lasting impact on those you lead and mentor. Sharing your past experiences can influence future of listeners.

The Power of Storytelling

Two girls talking seriously in a coffee shop

<h3>How to Handle Difficult Conversations with Employees?</h3>At almost every company I’ve worked for, managers frequently reached out to HR with a common plea: “Help me handle this difficult conversation with an employee.” Expectation for HR was either do it with them or to teach them, how to do it. These challenging discussions can arise for a variety of reasons, like: An employee is struggling with personal issues that impact their work performance, or they are unmotivated and need to be persuaded to improve. Sometimes, despite repeated feedback, an employee’s performance remains low, or their behavior negatively affects the team by complaining about the boss or company, or being rude to colleagues. All these scenarios were often described as difficult conversations. But why are they so hard to navigate, and how can we approach them effectively?<figure id="figure-gqfar7lpmvlz7ctq1v"><img id="gqfar7lpmvlz7ctq1v" src="https://media.gettyimages.com/id/964522874/photo/two-young-female-friends-chatting-over-coffee-in-cafe-blonde-women-discussing-issues.jpg?b=1&s=2048x2048&w=0&k=20&c=V3o9zRsT-UPWfL5NK7n7LkKddPLy15jLIN0BGGlzv38=" alt="Two young female friends chatting over coffee in cafe. Blonde women discussing issues" title="Two young female friends chatting over coffee in cafe. Blonde women discussing issues" class="object-cover bg-gray-100 rounded-lg md:rounded-xl lg:rounded-2xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionX="null" data-positionY="null" data-fullWidth="false"/></figure>Understanding Difficult ConversationsBefore going into details, it’s crucial to recognize why these conversations are challenging. They typically involve delivering uncomfortable feedback, addressing sensitive issues, or confronting behaviors that may be deeply ingrained. Many managers are afraid of such conversation as they want employee to still like them and generally to keep positive image in the team. It can be still achieved if handled properly. The goal is to have these discussions in a way that is respectful, constructive, and leads to positive change. Remember the worst you can do, is avoiding the conversation.Here’s a comprehensive guide to help you tackle these situations effectively:1. Prepare ThoroughlyGather Facts and Specific Examples: Before the conversation, compile detailed information and concrete examples of the issue at hand. Make sure you are discussing facts not opinions. This will help you stay focused on reason rather than emotions. Know Your Objective: Define your goal for the conversation. Are you seeking to understand, provide support, or improve performance? What should be the outcome for the employee, you, the team, or the company?2. Create a Safe EnvironmentChoose the Right Setting: Select a private, quiet location for the discussion. This minimizes distractions and allows for a candid conversation. Ensure Confidentiality: Assure the employee that the conversation will remain confidential to encourage openness and then keep the promise of confidentiality.3. Be Clear and DirectUse Proper Language: Clearly describe the behavior or performance issue without generalizing. For example, instead of saying, “You’re always late,” say, “You were late three times last week.” Avoid Jargon: Use simple, straightforward language to ensure the employee understands your points. Use words common at your workplace.4. Show Empathy and UnderstandingAcknowledge Emotions: Recognize that the conversation may be uncomfortable for the employee. Express understanding and concern for their feelings. Listen Actively: Allow the employee to share their perspective without interruption. Ask follow up question to show your genuine interest. This can help employee to open up.5. Focus on SolutionsCollaborate on Action Plans: Work together to develop a clear, actionable plan to address the issue. This could involve setting specific goals, providing additional training, or adjusting workload. Be clear on the outcomes, Reinforce Regularly: Schedule follow-up meetings to review progress and provide ongoing support. Tell employee that these meetings should be a support for making improvements.6. Maintain ProfessionalismStay Calm and Composed: Keep your emotions in check, even if the employee becomes defensive or upset. Stay calm even if employee is raging, being prepared and focused on planned outcomes is usually helpful. Avoid Personal Attacks: Focus on the behavior or performance issue, not the person. Personal attacks can damage the relationship and hinder progress.7. Set Clear ExpectationsDefine Consequences: Clearly explain the consequences if the behavior or performance does not improve. This could range from additional training to more serious actions like suspension or termination. Document Everything: Keep detailed records of the conversation and agreed-upon action plans for future reference. If things go south you may need this documentation.8. Offer SupportProvide Resources: Offer resources such as counseling services, mentoring, or training programs to help the employee improve. Be Available: Let the employee know they can come to you with questions or concerns outside of scheduled meetings.<figure id="figure-35ickpkjselz7ctrnn"><img id="35ickpkjselz7ctrnn" src="https://media.gettyimages.com/id/1007121872/photo/business-people-discussion-advisor-concept.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=IEzmPLr4DWI21C-vzv1_QyghR7N_Dh9DElxNOiVBp0g=" alt="Business people discussion advisor concept" title="Business people discussion advisor concept" class="object-cover bg-gray-100 rounded-lg md:rounded-xl lg:rounded-2xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="null" data-positiony="null" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/1007121872/photo/business-people-discussion-advisor-concept.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=IEzmPLr4DWI21C-vzv1_QyghR7N_Dh9DElxNOiVBp0g=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>After conversation:9.&nbsp;Evaluate conversation for future improvementReflect on the Conversation: What was the employee's reaction? How did you feel? What can you improve in future conversations? Follow up: Check if there was any change in behavior, and if so, was it positive or negative? If necessary, conduct additional conversations using the rules described above.10. Celebrate Positive ChangeWatch Out For Improved Behavior: You need to reinforce positive actions of employee which shows that discussion was understood and change is happening. “Catch the employee doing something right”*. Acknowledge Good Behavior: When you notice positive change, tell the employee about it. When the change happens and performance improves, celebrate it.ConclusionHandling difficult conversations with employees cannot be avoided they are part of managing and leadership. However, by preparing thoroughly, creating a safe environment, and approaching the conversation with empathy and clarity, you can turn these challenging discussions into opportunities for growth and improvement. Remember, the goal is not only to address the issue at hand but to foster a support for employee and create productive work environment. By following these steps, you’ll be able to handle even the most challenging conversations with confidence and poise.&nbsp;* “The One Minute Manager” a short book by Ken Blanchard and Spencer Johnson.

Difficult Conversation with Employee

&nbsp;How to Engage Employees: Proven StrategiesI have extensive experience in growing employee engagement, I’ve seen firsthand how effective strategies can dramatically improve workplace morale and productivity. In my last company, we were able to boost employee engagement from 20% to over 90%. It was possible by top communication with employees, asking for ideas and creative solutions, implementation, focus on learning and development and many other activities. Here’s how you can achieve similar results in your organization:Treat People as Adults: Respect and trust are the foundations of a productive workplace. Treat your employees always with the respect they deserve. Keep them informed about what is happening in the company, actively seek their input, and listen attentively. When employees feel respected and trusted, they are more likely to be engaged and motivated. (Netflix is doing it for 10 years already <a href="https://hbr.org/2014/01/how-netflix-reinvented-hr">https://hbr.org/2014/01/how-netflix-reinvented-hr</a>)Communicate Vision and Goals Clearly: Ensure that your employees know and understand the company's vision, mission, and goals. When employees see how their work contributes to these larger objectives, they feel more motivated and aligned with the company's direction. If they do not know where the company is going, any action seems proper.Ask for Ideas and Provide Feedback: Encourage your employees to share their ideas and suggestions. If an idea can be implemented, take action. If not, communicate clearly why it isn’t feasible. This level of openness fosters trust and a sense of inclusion, making employees feel valued and heard.Collaborate on Problem-Solving: Involve employees in tackling challenges and setting goals. Their insights can lead to innovative solutions, and their involvement deepens their commitment to the company’s success. Collaborative problem-solving also promotes a sense of ownership and accountability.Offer Development Opportunities: Take care of your employees by providing opportunities for learning and growth. Whether through formal training, peer learning, new responsibilities, coaching, or mentoring, help them acquire skills that are valuable both within and outside the workplace. Development opportunities show employees that company is investing in their future. Do not worry about ROI, it will come in big numbers.Recognize Great Work: While financial rewards are important, the power of verbal recognition, public praise, or personalized thank-you notes should not be underestimated. Acknowledging engagement and accomplishments can significantly boost morale and promote positive behavior. Consider using social media or internal communications to highlight achievements.Conclusion Management is easy. Enhancing employee engagement can be straightforward with the right strategies. By implementing these approaches, you can significantly improve employee morale and productivity in your organization. Listen to your coworkers, address their needs, and maintain open communication. Good luck on your journey to creating a more engaged and productive team of colleagues.

How to Engage Employees?

Happy mid aged business woman manager handshaking greeting client in office.

🔄Evaluating Options for Career Advancement: Strategic Tips for Decision MakingAre you contemplating your next career step? The job market is constantly evolving, and new opportunities frequently appear. It's essential to stay one step ahead to secure a potential promotion or new job. Whether you’re aiming to advance within your current company or exploring new opportunities elsewhere, being strategic about your decisions can make all the difference. Here’s a comprehensive guide to help you navigate the complexities of career transitions effectively.Be Open to OpportunitiesFirstly, it’s essential to remain open to career opportunities within your company as well as in the job market. Staying informed about potential roles and industry trends can position you to seize the right opportunities when they arise. This proactive approach helps you stay ahead in the competitive job world.Assess Your Strengths and WeaknessesBefore making any career move, take time to assess your strengths and competencies that need development. Identify what you excel at and what tasks or roles you find less appealing; avoid the latter. Understanding your core capabilities and areas for improvement will help you target positions that align with your skills, interests, and long-term planning. This self-awareness is essential in making the right career decisions that lead to satisfaction and success.Key Considerations for Promotions or New PositionsWhen offered a promotion or a new position, it’s tempting to say “yes” immediately, especially if the opportunity seems exciting. However, it’s critical to evaluate the offer thoroughly. Here are the key questions you should ask yourself:A. What is My Next Move?This is the most important question. Always think at least one step ahead. Consider how this new role fits into your overall career plan. Will it set you up for future advancement which you plan to achieve? If not, accepting the offer may make you miserable in the future.B. Will This Position Allow Me to Advance Further in My Career?Assess whether the role provides the opportunities to develop the competencies necessary for further progression. If the position doesn’t facilitate your capability growth or add valuable new learning, it is most likely not the right move.C. Am I Interested in the Potential Next Logical Promotion After This One?It’s essential to not only consider the immediate role but also the potential next steps. If you’re not interested in the logical next promotion, the current offer may negatively influence your career.D. Will I Gain the Experience Needed for My Next Move?Evaluate if the role will equip you with the skills and experiences required for your future career aspirations. If the answer is “not really,” then accepting the position may not help you achieve your career goals.If you answer "no" to any of these questions, do not accept the position. It’s better to wait for a more suitable opportunity that aligns with your long-term career objectives.Dream Job ConsiderationIf the new position is your dream job, the decision-making process might be slightly different. Assessing your next career step may not be necessary. However, even in this scenario, it’s vital to consider how this role impacts your marketability. Ask yourself: Does this new position make me more attractive in the job market? If the answer is “no,” then reconsider taking the job. Your dream role should enhance your professional profile and open up future opportunities, not limit them.Loyalty to YourselfA critical aspect of career management is understanding the nature of company loyalty. The reality is that most companies do not exhibit long-term loyalty to employees. While there are exceptions, it’s generally rare. Therefore, you must prioritize your career goals and be loyal to yourself.&nbsp;Do not let misplaced loyalty to a company hinder your career progression. Your primary commitment should be to your personal and professional growth. Always make decisions that align with your career objectives, even if it means moving on from a company that doesn’t support your long-term goals.ConclusionNavigating a career change requires careful consideration and strategic thinking. By being open to opportunities, assessing your strengths and weaknesses, and asking the right questions, you can make informed decisions about accepting or declining a new position. Remember, the key is to always think at least one step ahead and prioritize your career aspirations over company loyalty.In the end, your career is a journey that you should control. Stay open, be proactive, think strategically, and always aim for roles that align with your long-term goals. The right opportunity is out there, and with strategic thinking, you can achieve the dream job you aspire to.

Your Next Career Move

 Group of young business people working together in creative office. Selective focus.

Let Smart Team Outperform YouOnce you have the right people on your team, you need to learn how to let them take responsibility and deliver great results. Steve Jobs once said, "It doesn't make sense to hire smart people and then tell them what to do; we hire smart people so they can tell us what to do." This quote is very important for top managers: the true value of hiring smart people lies not in directing their every move but in empowering them to leverage their skills and creativity. In this post, I will explain why it's essential for managers to step back and let their smart teams outperform them, and how they can inspire their team members without micromanaging.Stop Telling People How to Do ThingsManagers often excel in their field and may naturally be top performers, which can lead them to give detailed instructions to their team. This approach works against the goal of leveraging talent. Another common mistake is micromanaging, which involves excessively overseeing every detail to ensure tasks are done precisely as expected. If you find yourself doing this, stop and try the approach described below.Give EmpowermentHiring and developing top talent is only the beginning. The real challenge is creating an environment where these individuals can perform their best. Empowering your team will let them show their capabilities and encourage innovation. By giving your team the freedom to make decisions and take ownership of their work, you can unlock their full potential. Let your team take responsibility for initiatives and results.Provide Trust and AutonomyAt the core of empowerment is trust. Trust that your team members have the skills, knowledge, and judgment to make the right decisions. Autonomy goes hand-in-hand with trust, providing employees with the freedom to approach their tasks in the way they see fit. This doesn’t mean abandoning oversight, but rather shifting from directive to supportive leadership.Offer SupportWhile empowering your team, do not forget to give them your support. They may need to acquire new knowledge and skills. It is your duty as a manager to ensure they have opportunities to learn. Your own knowledge sharing and coaching will probably not be enough. Seek other resources and make them available for your team. Additionally, support their ideas and help them with the execution of those ideas.The Benefits of Stepping Back When you restrain yourself from micromanaging and instead guide and inspire your team, the benefits are many:1. Increased Innovation: Teams that have the freedom to explore and experiment are more likely to come up with innovative solutions.2. Higher Engagement: Employees who feel trusted and valued are more engaged and motivated. They stay longer in a company and have more energy at work.3. Better Decision-Making: Empowered teams bring diverse perspectives and expertise to the table, leading to more informed and effective decisions. This is especially important when there is a sudden problem to be solved and you are not there. 4. Positive Team Atmosphere: Trust and autonomy foster a collaborative and supportive environment. Team members enjoy working and being with each other.5. Outstanding Results: Innovation, engagement, and good decision-making are key to achieving goals and often outperforming expectations.ConclusionSteve Jobs’ insight reminds us that the true value of hiring smart people is to let them excel in their roles without unnecessary interference. For top managers, this means creating an environment of trust, autonomy, and inspiration. By stepping back and allowing your smart teams to outperform you, you not only unleash their potential but also drive your organization towards greater innovation and success. I strongly believe in the performance of empowered teams. I can help you learn how to create an environment where your smart colleagues can thrive and lead your business to superb results.