Adapting Leadership in a Post-Pandemic Era: Unlocking Employee Passion

By Josiah Ali  |  

4.1 min read

Three years ago, we experienced a global pandemic that altered the lives of billions. During the pandemic years, we had time to think and reflect on our lives, work, and how it impacted our overall well-being. Consequently, people are starting to shift their mindset from “how does life fit into work” to “how does work fit into life”. Such a shift in perspective results in changing motivations for employees. Currently, employees are displaying less organizational commitment and younger employees are boldly establishing boundaries to ensure the job is sustainable and that work, and life are in balance. This need for a balanced lifestyle heavily impacts recruitment and talent management because employees’ values are changing. In fact, a McKinsey & Company 2022 survey confirmed: “87% of workers want autonomy over where and when they work”. The average manager would fear such a desire for remote or hybrid work will reduce productivity because employees are not actively being managed. However, during the peak times of remote work – 2020 and 2021 – productivity was higher than it is now. The desire for a productive workforce boils down to this, “people are most productive when they feel motivated about what they do and how they live”.

Now begs the question, how do we motivate our workforce?

To start effectively motivating your employees, you need data on what your employees value, whom they want to be at work, what motivates them, how they like to be led, and even what their natural approach is to complete tasks. The Predictive Index® as delivered by founding partner Predictive Success is a platform designed to discover the wants, needs, and motivators of employees. The Predictive Index Behavioural Assessment, as delivered by founding partner Predictive Success is a stimulus-response tool that determines a person’s motivations, drives, and needs. Using such an assessment helps companies hire candidates who are naturally designed to be a great fit. After analyzing responses, the software will automatically generate management strategies and communication strategies for such persons. This is incredibly valuable as managers need objective data on how to manage employees.

The Need for Passion

Having objective data points on the employee is crucial for numerous reasons.  First, managers should crave a passionate and fulfilled workforce. Having employees who are passionate and enjoy what they do creates a cheerful working environment. After all, the average person spends almost 90,000 hours of their life at work, we should strive to best capitalize on such a large time investment. Motivated and engaged employees contribute to overall organizational success and productivity. As simple as it sounds, if people enjoy what they do, they will do it consistently, and they will do it well. Managers who neglect the importance of having data on their employees will find themselves a disengaged workforce with high turnover rates.

Motivating Employees

The related blog touches on four important ways managers can motivate their employees.

Foster a Culture of Purpose

  • There is value in creating a sense of purpose and meaning in the work employees do. Certain employees will value being praised for their work and others are simply satisfied with a thank you email. Regardless of their behavioural profile, it’s important to align individual goals and attitudes with the organization’s mission.

Embrace Flexibility and Autonomy

  • Explore the benefits of providing flexible work arrangements and empowering employees to take ownership of their work. Certain employees will perform worse if they feel they are being micromanaged while others enjoy constant support and structure. A sure way to determine this is the use of the Predictive Index Behavioural Assessment, as delivered by founding partner Predictive Success.

Prioritize Well-being

  • It is impossible for employees to maintain high productivity rates if they are struggling with their well-being, physically or mentally. Here are some strategies companies can use to promote physical and mental well-being among their employees.
    • Establish Work-Life Balance Initiatives: Encourage a healthy work-life balance by having policies that support flexible working hours and remote options. Encourage employees to take breaks and take vacation days.
    • Offer mental health resources like access to mental health professionals and counseling services.
    • Foster a supportive leadership style. Employees become experts on their boss. Leaders must adopt a supportive and empathetic leadership style, encourage managers to actively listen to employees, and lead by example in prioritizing their own well-being.

Encourage Continuous Learning and Growth

  • Place heavy emphasis on investing in employee development and fostering a learning culture. Ensure your employees have access to training opportunities, mentorship programs, and career advancement opportunities. A stagnant workforce is a disengaged workforce.

To conclude, its crucially important for managers to effectively motivate their employees. A motivated workforce beats targets and produces growth and new ideas. Ensure your employees are properly motivated and get objective data on their motivators and needs. The Predictive Index® as delivered by founding partner Predictive Success is a leading talent optimization platform to help you best manage your most important asset, human capital.

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