2022 was an interesting year for leaders, filled with many leadership challenges.

Unhealthy employee engagement and well-being contributed to the negative perception of disorderly workplaces worldwide. Some workers reevaluated their work lives, while others overhauled their jobs. Some people shared testimonials regarding “silent resignation,” “coasting at work,” and “soft firing” on social media as a way to communicate their discontent.

Many employees switched to “hybrid work,” spending time in the office and working from home. Relationships deteriorated. Managers ordered everyone to resume working full-time in extreme circumstances, and employees disobeyed.

Due to the impending continuation of the economic slump and the declining consumer confidence, there is significant concern about the future of the workplace. Leaders must adjust since our way of working and living has changed. Here are some critical areas in which our team suggests those in leadership roles focus some attention:

Leadership Challenges: Employee Engagement

The productivity, morale, growth, and retention of an organization’s staff depend on employee engagement. Engaged workers consistently achieve and stay on the job longer because they are enthusiastic and invested. Employee involvement had steadily increased in the US for ten years before the COVID-19 outbreak. But the pandemic persisted, and leadership initiatives failed.

The stagnation of employee engagement is one of the main issues facing businesses and entire economies as we approach 2023 and beyond.

Leadership Challenges: Office Environment

In the United States, more than half of full-time workers with remote work options work in a hybrid capacity. Just 2 out of 10 employees are currently entirely on-site, and only 6% of remote-capable workers want to work exclusively on-site in the future.

Asking employees where they work best will be critical to “making hybrid work work” in the future. When a worker’s chosen work location differs from their actual location, employee engagement falls dramatically, they are more likely to burn out, and they are more likely to quit their job.

Hybrid teams must learn to effectively plan their calendars to enhance teamwork and meet client needs. Hybrid workers are more engaged when work schedules and policies are jointly established by the team rather than the corporation or an individual.

Leadership Challenges: Workplace culture

Hybrid workers feel more part of their organization’s culture than entirely on-site employees. This challenges the idea that “the workplace” and “culture” are inseparable. Even with the effectiveness of face-to-face contacts, hybrid employees are better off from more planned offline and online experiences. They might think their organization values and trusts them more by having greater autonomy, strengthening their bond with their employer.

With the help of hybrid work, employers and employees can clarify their expectations, and enterprises can exit “default mode.” In light of the modern hybrid workplace, many leaders will be pushed to reevaluate their workplace cultures. It will be necessary to reinvent the “why” and “how” that underpin the work techniques, guidelines, and standards. Above all, we suggest creating an atmosphere where workers feel more involved in creating the new culture.

The benefits for organizations committed to developing a strong workplace culture that emphasizes employee engagement and well-being include improved productivity, profitability, and customer growth. They outperform their less dedicated competitors, especially during economic downturns. If your organization has questions about improving the workplace and productivity in 2023, please contact us. Our leadership experts can help you design and implement a plan to meet your business objectives.