CLIENT NEWSLETTER DECEMBER 2022: LINKEDIN EVENTS, FREE WEBINAR, MANAGING REMOTE TEAMS, REMOTE WORK, WORKING REMOTELY, THE GREAT RESIGNATION, THE GREAT RETENTION, FACTORS AND NEEDS IN A REMOTE SETTING

We hope you had a chance to join the first LIVE LinkedIn Event from our Humanostics channel on the topic ‘Designing and Setting Up Teams for Success’. This event was the first in a series, and the next one up is ‘Managing Remote Teams’, which is the focus of this newsletter.

The Great Resignation

You are presumably experiencing it yourself; the so-called ‘Great Resignation’ is still very real. Workers are quitting their jobs at record rates for a range of reasons, across almost every industry. As covered in this webinar with Talenthub and Humanostics, that the war for talent is very real. We are fighting to get the best candidates and the candidates are to a larger degree setting the agenda nowadays. Employees are telling companies what they value the most, and that includes (but is not limited to):

• FLEXIBLE WORK SCHEDULES
• REMOTE WORK OPTIONS
• INVESTMENT IN THEIR PROFESSIONAL DEVELOPMENT
• COMPANY CULTURES THAT REFLECT THEIR OWN VALUES

The Challenges of Remote Work

So, when you do get that perfect candidate into the company or when you are managing an existing team, it is very unlikely that you are not faced with people working remotely (full-time or part-time). In fact, some of our PI clients are now fully remote because of COVID. Among the greatest benefits is that the geographical scope has increased significantly – if not indefinitely – when they hire, and that psychical facilities are not required to accommodate growth in the company. You may also imagine the enormous workload this has meant for HR and for the managers: A proper onboarding programme (designed with the person’s PI profile in mind), team sessions where the team members can get to know each other, as well as helping the hiring manager get to know their new hire.

The good news is that PI can help you with all of this! We focus on three elements to help you turn the ‘Great Resignation’ into the ‘Great Retention’.

Understand Yourself (ME)

Focus on yourself as a manger and identify your own instinctive behavioural drives and needs. With increased self-awareness you set the foundation for understanding how different people might respond to your leadership style and when you should consider tuning your strongest drives up or down a bit to fit the needs of each individual on your team. Use the Manager/Personal Development Chart to increase your self-awareness and the Behavioral Report to reflect further on your strongest behavioural drives. These reports can be pulled from your person page in PI Software.

Understand the Individual Team Members (ME + 1)

Understand the people you manage and interact with (virtually or in the office) by knowing their behavioural drives and how your PI profiles match each other. As a manager of others, it is important that you see each person as an individual and use person-specific management. You can use this great overview to understand how each factor (high or low) should be managed in a remote work setting. You can obviously also use the Management Strategy Guide for guidance on how to manage a person (in general) – this report can be pulled from each team member’s person page in PI Software. For more high-level tips check out A Manager’s Guide to Reference Profiles.

Understand the Collective Needs of the Team (ME + TEAM)

The Team Discovery tool allows you to visualise the behavioural makeup of your team. You are able to identify where team members share certain behavioural tendencies—and where there are differences. Once your team is plotted in, schedule a team session (with HR if you are not PI trained) to discuss the results as a group. Be sure to frame the session in the context of the team’s current tasks and key objectives. Your Humanostics consultants are always happy to help you if you would like advice on how to build dream teams, and you can also book us to facilitate team sessions for you.