As your business prepares to return to the office or simply a mental shift toward normality, it can be challenging to find time to stop and reflect. You may feel like you have been changing the tires while the bus was moving – exhausted and reactive.
Now is the best time for an intentional organizational reset. Rebooting your organization is important for your culture, employee engagement and results to recover with a fresh start and a healthy organization.
Here are a few elements for an effective reboot.
A fresh start requires healthy employees. You can’t move forward without an intentional pause. Many employees have powered through the pandemic with heightened productivity at the expense of their physical and mental well-being. Business owners and employees alike are stressed, burnout and exhausted.
Before resetting the leadership team and organization, assess well-being and readiness to return through a pulse survey or interviews to fully understand how everyone is really doing and what they need to recharge. This can be completed virtually.
Your leadership team’s effectiveness is vital to your culture, business results and employee engagement. An effective leadership team trusts each other enough to debate openly and honestly, to be fully committed to final decisions and to hold each other accountable for results and effective behaviors. Strengthening this team through dedicated time together is time well spent.
Start by getting to know each other again. Experts such as Ray Dalio and Pat Lencioni have written about the value of individual assessments on self-awareness and team relationships. Personality and leadership assessments help the team understand each other better and help you leverage their strengths and differences most effectively.
While in-person team offsites are ideal, this can also be accomplished virtually.
When possible, restart your in-person quarterly off-sites to strengthen your leadership team’s effectiveness while assessing the pandemic impacts to your organization.
Prior to your offsite, obtain feedback from the organization to gain their perspectives on what impacts were helpful and which may be harming morale or long-term productivity without your knowledge. Enlisting a third-party consultant to conduct interviews is an objective way to audit culture, engagement and best practices to encourage people to speak freely.
During your offsite, facilitate a leadership team discussion to revisit strategic priorities and capture learnings from the pandemic that will accelerate reaching your goals.
Key questions for your discussion could include:
Employees want to know what their leaders discuss and how they make decisions. They want to understand how they contribute to business objectives. Embrace transparency and overcommunication to keep the team engaged and driving towards the right priorities.
Before you close your offsite, document all final decisions, action items and those accountable and establish a communication plan. Task each of your leaders to communicate the outcomes to their teams consistently and repeatedly. Plan to follow up centrally with other methods such as email and town halls. When employees hear the same objectives over and over, they know you and your team believe in them and understand their role in achieving.
Include in your communication:
It feels great to be headed towards recovery from a difficult year. Listening to your people, recharging your leadership team and reigniting your organization can give you renewed purpose and motivation to rock the rest of the year.
A team facilitator is a valuable resource for leaders to get the most return from offsites and help build effective teams. Learn more here.
Rochelle Ramos is consultant and coach to small and mid-size businesses helping them level up through their people and processes. Sign up to receive insights directly to your inbox.
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