Brian Comerford is a digital leader and serial entrepreneur – notably co-founding RadioValve.com, one of the first generation of online radio stations. He served as an adjunct professor at The University of Denver – his alma mater – in the digital media studies department. He currently serves as the co-chair of the CIO Working Group for the Council of Insurance Agents and Brokers, and is a board member of the Adoption Exchange. On top of all of that (and more), he’s the host of the Lead.exe podcast.
The Great Resignation is real. The pandemic opened the floodgates for remote work, which has opened up the possibilities for new jobs. And for those who are being called back to the office after a year and a half, they’re thinking about those new opportunities. People have also taken this time to reflect on their goals in life, and, if they don’t feel that their job contributes any meaning to their existence, they may take this time to explore other options.
We were told that employees are not productive when they work from home. Over the past year and a half it’s been proven that is not the case. Overwhelmingly, employees who have a choice in the matter are preferring either work from home or hybrid work models. There are still situations where working together in the same office can be beneficial, but we can learn to use that time intentionally rather than requiring it around the clock.
The previous generation of leadership was built on a lack of trust in hired employees. It was about monitoring, disciplining, and making sure they stayed on task. This has started to disappear, but some leadership styles are hard-lost. Leaders have to adapt to a new style of trust, and judging employees by the work they produce, not the amount of time they spend with their butt in the chair.
We’re starting to see a reinvention in how companies support their employees – how they offer compensation, work-life balance, and more. And if companies hope to retain their employees and attract talented new ones, they’re going to have to adapt to the demands of the workforce.