5 Great Ways to Start 2021

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There has been a lot of necessary learning from the 2020 pandemic which needs to be integrated into your current organizational structure, to stay sustainable and resilient into the 2021 new year.  Many businesses will need help to come back in a different way.  Tapping into the thoughts of your employees, colleagues and customers at all levels will help solidify your 2021 vision, so you can start executing your new plans. 

  1. LEAD YOUR TEAM
    There has never been a more important time for leaders to lead with compassion, clarity, courage, and conviction. While the future for many businesses is uncertain, 2021 will not be a time for going back to the way we used to do business.  It will be a year where we have to look at what worked, what didn’t, how we adapted, and what we need to do going forwards.  Business leaders need to re-evaluate their long term vision, purpose, values, mission statements and goals, not as extras but as values to lead by example with in the coming year.


  2. TRUST MATTERS
    Trust is at the core of any healthy relationship. Trust starts through recognizing each other’s efforts and showing gratitude. Being transparent and communicating clearly through shared knowledge and welcoming honest feedback are key. Practical learning means listening openly too instead of just being ‘spoken to’. It is not possible to force people to engage, they must do it willingly.


  3. CREATE DIVERSITY AND EQUALITY
    Many of us are feeling increasingly insecure about our jobs at the moment, so showing unconscious bias or favoritism or providing unequal opportunities at work will deplete all aspects of the business including your bottom line. We need to create the space to hold difficult conversations, particularly if individuals are speaking from a place of frustration, anger or personal experience. A successful conversation is characterized by the amount of listening that takes place.

    Additionally, amplifying diverse voices will lead to a more innovative, balanced and creative workplace. Relatability and cultural sensitivity may work well with some audiences, but potentially alienate others. Workshops or training that centers around unconscious bias, expanding diversity and educating on harassment can change the culture in your business.


  4. PRIORITIZE SELF-CARE BOUNDARIES
    If you and your team is working from home, everyone needs to have home/work boundaries. Many of us have gotten very efficient at working from home but some find it hard to stop working based on the need to constantly prove ourselves and the absence of a natural break brought about by our commute home. These new issues in the home and office mean employers’ priorities need to change around self-care. Find out what your employees need, and bear in mind that different people may well have different needs. Be clear about expectations and the importance of physical and mental health. Far more than before, individuals will successfully tackle the same problem in a variety of different ways so an employers’ approach to managing these needs must also reflect this.


  5. REINVENT EFFECTIVE COMMUNICATION.
    Statistics show:
    • 50% of what is absorbed when we are speaking/communicating is our body language
    • 43% is tone
    • 7% is the content of the words

When it comes to being heard, it shouldn’t be about convincing people to have the same view. It is more important to create spaces and cultures where people can have conversations to exchange opinions, views and understand why these may result in different emotional responses. Employees need to truly be heard.  This teamwork can develop even virtually.  Meetings, education and connection can all happen online in a safe space; establishing and maintaining emotional safety is probably more important now than ever.  Unity and commitment by the whole team is needed and will only happen if everyone buys into the company’s values. 

 

If you’d like to review your 2021 HR management plans or incorporate Harassment and Unconscious Bias training into your agenda, please reach out. 

We are ready for the New Year!    

 


Susan Arnold
HR On-Call, LLC
p. 515.401.2233
e . Susan@HROn-Call.com

A little more about us: Susan Arnold, owner and lead HR Consultant at HR On-Call, LLC. Susan has 20+ years of HR experience and provides a HR presence to business organizations without the overhead expense of a full-time employee. Susan helps business owners improve employer/employee relationships and allows them to focus on their business while resting assured that they are in full compliance with state and federal law. Areas of expertise:

  • Reduce Employer Risk and Liability
  • Customized Employee Handbooks
  • Performance Reviews
  • Improve Employee/Employer Relationships
  • Background Checks
  • Personality Assessments
  • Guaranteed EEO Compliance
  • Employee Retention
  • Recruitment / Hiring
  • Employee Discipline/Discharge

Susan is passionate about her customers and listens to their needs. If you are interested in any of the details above or would like more information about her services, please contact Susan! If you have questions on how your specific policy should read or need help navigating a certain instance, contact HR On-Call, LLC

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