Maybe we should be considering how right now after so many unexpected turns of events, it might be the perfect time for change.
The Hitch With Change
Human beings are often complacent creatures. How many of you want to make little, or big life changes and lack the motivation? So often we think tomorrow I will eat healthier, be more productive, wake up earlier, make the right choices, and so often we continue to live in our comfortable patterns.
On a grand scale our world just went through a dramatic and unexpected change. Covid-19 threw everyone into a turmoil. Many times, when people go through a sudden life change, they come out with a new perspective on life. Take the current labor shortage for instance, according to the U.S. Bureau of Labor Statistics, in April alone, 4 million people quit their jobs. Four million people! That’s insane. It is the highest quitting rate since the Bureau was created in 2000. This flux of people leaving their jobs is a direct response to the effects of the global pandemic.
Is this the Perfect Time for Change?
Maybe we should be considering how right now after so many unexpected turns of events, it might be the perfect time for change. As so many employees are leaving their workplaces, it really is a crucial time to listen to and meet the needs of the employees you still have. Many of the employees who are returning to work, and are not quitting, still have changes in mind that they would like to see.
When was your company’s last cultural audit? I recommend that you immediately begin to run cultural audits to assess the wants and needs of your newly returned workforce. If there’s one thing we learned from this pandemic, it’s that there should be no more waiting until tomorrow. I encourage you to encourage your entire organization to present any and all ideas for changes, no matter how big or small, that they have on their minds.
STEP ONE: Listening
The first step in running a cultural audit should be listening. Gather as much feedback as possible. Host listening sessions. Make sure to discuss any insecurities about the future of the workplace whether it’s returning to in-person, hybrid or staying remote.
Some employees are less likely to speak up at a round-table or in a company orchestrated listening session, so accompany this action with a survey series. Promote anonymous feedback. The more details you can extract about changes people want the easier it will be to enact those changes.
A large oversight when organizations tune in and begin listening throughout their ranks, is the things that remain unsaid. What isn’t being talked about? I think of the expression, “What you don’t know can’t hurt you,” well in this case, it can. The more you can learn about your employees, the better you can serve them, and the better they will serve the company overall.
Part of the listening process is recognizing that your employees don’t always respond to surveys and audits. The reality is, many will feel uncomfortable and unsafe, and some just won’t care enough to respond. When the majority of employees are more comfortable leaving concerns unspoken, it is a clear indicator that the work environment is more toxic than safe.
So work to create a culture of listening where less things remain unspoken, your employees feel safe, and you are able to tailor your response and plan for change better. Show your employees you really care about uncovering the truth of the matter.
STEP TWO: Action
Once you unearth as many of the unsaid things as you can, it’s time for the action planning. Because what you don’t act on, can and definitely will hurt you. I discuss this extensively in one chapter of my book, The Art of Caring Leadership.
The last part of The Culture of Listening is connecting the dots. Where your organizations’ leaders must take all the feedback and intentionally mull it over, make an action plan, and then communicate back to their employees each step of the way.
By beginning the cultural audit process with in-depth listening you won’t leave any stone unturned. The cultural revival occurring in our societies will not only take place outside the walls of your organizations. It probably has already entered them by way of your employees and needs to be cared for and supported as new or improved cultures take root.
The Next Step
If you are interested in improving your company culture by way of listening more, then feel free to take advantage of this free lesson in listening that I’m offering from the Caring Leadership Academy.