Keeping Your People Engaged and Productive Through the Crisis

Keeping Your People Engaged and Productive Through the Crisis

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  LEADING THROUGH ANDBEYOND COVID-19 WEBINAR SERIES KEEPING YOUR PEOPLE ENGAGED AND PRODUCTIVE THROUGH THE CRISIS Thursday, 19 March 2020
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  2 MARK ROYAL Associate ClientPartner, Korn Ferry Listen MELISSA SWIFT Senior Client Partner, Leader, Digital Advisory, NA and Global Accounts Agenda DOUG CHARLES President, Americas & Global Consumer Practice SPEAKERS: Introduction Our insights What you can do now Where to find out more 1. 2. 3. 4.
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  Motivation is criticalright now – and can erode fast 3 WHAT MAKES WORK WORK? WHAT’S CHALLENGING RIGHT NOW? WHAT CAN WE LEARN FROM PAST CRISES? Engagement and enablement Engagement = committed people willing to go the extra mile. Enablement = the right people in the right roles with the right tools in the right work environment. Distraction and frustration Distraction – often due to worry at a personal level – erodes engagement. Frustration – often due to difficulty in meeting work goals in a disrupted environment – compromises enablement. Motivation can erode quickly – but is key to recovering at pace. In the 2008 financial crisis, we saw that: ▪ Existing motivation gaps were exposed quickly – and companies that captured/acted on that learning quickly reaped rewards. ▪ Companies that emphasized engagement and enablement during the crisis recovered more quickly. © 2020 Korn Ferry. All rights reserved
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  Doing more; doingless; and what leaders must avoid 4 EMPLOYEES NEED MORE: • Prioritization and focus. • Informal connection and mentoring. • Medium-term planning and mobilization. EMPLOYEES NEED LESS: • Meeting overload. • Scattered scheduling. • Reporting on “the noise” at the expense of what’s critical. © 2020 Korn Ferry. All rights reserved HOW CAN LEADERS BEST ENABLE THE “MORE” AND THE “LESS?” Focus on facilitating sharing, generating peer examples, and “group-sourcing.” LEADERS SHOULD NOT: ▪ Assume everyone has more free time. ▪ Instinctively clamp down on metrics and rules. ▪ Think of employees as one homogeneous group.
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  Forging a pathforward: looking beyond the crisis 5 Make sure health and safety are top of the agenda. “The leader’s role is to define reality, then give hope.”1 5 Frequent, candid, consistent, and personal communications. Address rewards and performance metrics. 2 6 Acknowledge and tackle “the watercooler gap.” Be realistic about the promise – and the reality – of technology. 3 7 Take employees’ personal challenges seriously – and provide true resources. Give people a voice. 4 8 © 2020 Korn Ferry. All rights reserved
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  For further information ©2020 Korn Ferry. All rights reserved 6 Get our latest thinking on KornFerry.com www.kornferry.com/challenges/coronavirus Use this QR code or click on the link in the chat box to visit our coronavirus insights page and keep up to date with our latest thinking on how you can lead through and beyond COVID-19.
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  More webinars inthe series © 2020 Korn Ferry. All rights reserved 7 On-demand Leading in a time of crisis On-demand Social distancing without revenue disruption Today Keeping your people engaged and productive through the crisis Monday, March 23 Protecting your company’s economic health Tuesday, March 24 Employing agile reward strategies for a volatile world Wednesday, March 25 Crisis-proofing your talent processes Thursday, March 26 Creating effective learning experiences in a virtual environment All sessions are being recorded and on-demand viewing links, as well as registration links for upcoming webinars, can be found on the kornferry.com coronavirus insights page.
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  Thank you