Managing the 2023 Workforce - a series
In the 2023 workplace events have changed dramatically and the way we manage, address, challenge and engage our fellow workers is on trial. What changed? Almost everything.
After Covid, ‘the great resignation’ is the phenomenon where many workers decided not to return to work. They decided that they could live without a job. How many have made the transition to unemployment – 400,000 in the UK alone. Recruiting new skilled workers has never been tougher. There are countless unfilled vacancies in most parts of the country. The trade unions have found a new voice as workers like nurses, doctors, paramedics and civil servants are striking over pay and conditions. Scandals in high places have seen Government ministers resign over bullying allegations. Finally, there is Generation Z, who will not tolerate being mistreated and can resign at the drop of a hat. The adage that we must try harder to retain workers has never been so important. What do employers do about it? It’s not simply about pay and working conditions. Something much bigger is brewing. There’s been a correction as the worker / manager power balance has shifted to the worker.
So what can be done? Firstly, leaders must get out of denial and face up to the problem. Secondly, it’s a great opportunity if we tackle the phenomenon head on. There are strategic and policy issues that need to be enhanced such as: the use of technology (especially AI), managing working from home and better outsourcing.
But what must be done about the way we manage our regular workers? We must improve the way that we engage them, and look for the answers in Psychology rather than in books on Management, Lean Manufacturing or Leadership.
In this article we will address the following:
Working from home
Managing Generation Z employees
How to avoid being a bully
Managing incivility
How leaders change behaviour
