As an expert from ACE advises, communicating about such topics is complicated by today’s workplace communication channels. And each of the five generations now working manages information differently.
Get Instant Access to This Article
Subscribe to Mainebiz and get immediate access to all of our subscriber-only content and much more.
- Critical Maine business news updated daily.
- Immediate access to all subscriber-only content on our website.
- Bi-weekly print or digital editions of our award-winning publication.
- Special bonus issues like the Mainebiz Book of Lists.
- Exclusive ticket prize draws for our in-person events.
Click here to purchase a paywall bypass link for this article.
Q: Employees balked about coming back to the workplace. What can we do?
ACE advises: The post-pandemic workplace is hard to navigate. The communications technology we relied on during COVID is not going away. A regular physical presence in the workplace complicates family logistics. Employees who return to work receive information on two very different channels — in person and online. Each of the five generations now in the workforce manages information flow differently.
According to Arbinger Institute and Gallup, employee satisfaction has plummeted, with only 22% rating their companies as excellent. Stress levels have soared, with 52% of employees experiencing daily stress. Communication between leaders and employees is lacking, with only 43% of organizations holding regular conversations with their workforce.
Several factors contribute to employee dissatisfaction:
- Burnout: Stress stemming from workload issues and lack of support leads to decreased productivity and negative physical and emotional responses.
- Management communication: Leaders often avoid difficult conversations about stress, workload and flexibility. Ignoring these problems makes them worse.
- Managing change: Constant change in the workplace contributes to stress.
- Sense of belonging: Employees seek connection and grounding in the workplace, especially in the face of evolving work environments and technological advancements.
To address these concerns, leaders must focus on:
- Flexibility: Recognize and accommodate the diverse needs of employees, including remote work options, mental health support, childcare assistance and advancement opportunities.
- On-site time: Make the most of in-office hours by fostering collaboration, creativity, and connection among employees.
- Human connection and culture: Foster meaningful conversations, support employees’ personal challenges, facilitate team-building activities and lead by example in managing stress and transparency.
By prioritizing employee well-being and fostering a positive work culture, leaders can increase engagement and create a more productive and resilient workforce.
Francis Eberle, of Price Associates, is an ACE board member. To learn more about improving employee performance through coaching leaders or teams in your company contact Francis at francis@price-associates.com.