Forbes on December 29, 2021, published this article by Caroline Castrillon. To me it aligns with what we in Vistage are all working on…WFH vs. BTO, culture trumps strategic planning, employee training and increasing our use of technology. I’ll also throw into the mix a “process triage” for many of my members.
Summarizing key trends in workplace culture for 2022 and beyond.
Flexible work will become permanent
Connection will drive workplace culture
Employee development will become a priority
Technology will play a pivotal role in workplace culture
Ms. Castrillon highlights research from Glassdoor and Harvard studying employee preferences and workplace trends. She also explains how internal initiatives will impact how much effort you’ll have to spend on recruiting and retention. Definitely worth a read.
Three highlights I’m calling out from her article.
Employees need to feel appreciated to be satisfied and productive. By creating a workplace culture that celebrates recognition, companies will attract and retain top talent.
There is no question that the pandemic has given workers the upper hand over employers. And the need to build cohesive teams is greater than ever. So how can organizations win the talent war? By cultivating a workplace culture that engages, rewards and, most of all, inspires.
I grew up in Carlsbad, north San Diego County, lost my dad as a teenager, went into the USAF for four years and hired on with 3M in 1969. Received my AA from Santa Barbara City College, BA and Masters from Redlands University and after 33 plus years, I retired from 3M in 2002. As I look back on my life, I have been creating myself and developing my skill sets to be a business coach and a Vistage Chair. I am president of SEOT, a "personal improvement" consulting firm spending most of my time working with Central Texas executives running small to medium size for-profit companies who are focusing on improving their profitability greater than their competition. My area of interest is assisting senior executives in creating a better balance between business commitments and personal relationships. I also facilatate three leadership labs each consisting of a dozen owners, presidents and CEOs. We meet monthly both in a group setting as well as in a 1-to-1 coaching session. Our focus is to sharpen each others' skills in becoming better leaders, making better decisions and taking ourselves and companies to that next level.
Who are we? My members are experienced top executives who recognize that they don’t have all the answers and who actively seek the company of successful peers—both to give and receive insights and ideas. My members mine the 200 plus years of chief executive experience that comes together in our monthly meetings and members are eager to offer their own experience and insights in the process.
As a group, we spend our time exploring topics members can't discuss anywhere else. My members have many other places where they can engage in idle, "cocktail party" chatter. Our mission is to provide the setting for discussing the "undiscussable."
Where or who can you go to for confidential, honest feedback to assist you in minimizing your personal "Worry List"?
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Austin Vistage | Ed Stillman 