In speaking to clients we are finding that the challenge at the moment is finding and keeping staff, keeping people motivated, and bringing teams together to rebond and rebound after the last couple of years.
In this blog we share our suggestion of a process that will help you to bring your team together, reform your ways of working and your office culture, and reinvigorate your most important asset, your people, with the purpose and direction of your business.
What’s really happening in your business?
Have you lots of work, but insufficient staff to deliver?
Is the welfare and mental health of your staff suffering by the constant need to keep up the activity levels jumping from job to job, working to tight schedules and (drop dead) delivery dates with fewer people (either from Covid interruptions or the great resignation)?
Consider the long term effect of that on your business, your clients and you. How sustainable is that?
If you’re worrying about delivery, keeping your team together, and retaining talent, then you’re probably adding to the stress levels of all your resources: your team, your Board, and yourself.
We are finding that many of our clients are struggling to recruit and retain the quality staff that are the lifeblood of their businesses. This great article from McKinsey shares their perspective on what’s behind this. As they say: you can’t just expect to bump up pay or financial perks without making any effort to strengthen the relational ties people have with their colleagues and their employers.
If the past 18 months have taught us anything, it’s that employees crave investment in the human aspects of work.
Employees are tired, and many are grieving. They want a renewed and revised sense of purpose in their work.
They want social and interpersonal connections with their colleagues and managers.
They want to feel a sense of shared identity. Yes, they want pay, benefits, and perks, but more than that they want to feel valued by their organisations and managers.
They want meaningful—though not necessarily in-person—interactions, not just transactions.
That’s where a rebond and rebound day could really help reinvigorate your people, reenergise your business, and reduce stress levels all round.
So what would we recommend?
In some ways, it’s about going back to basics. You need to get your team together again, at least for a day, and spend the time looking at what’s working, and what’s not, around your office ways of working and culture. Really listen to what your people are telling you, and put in place a plan to improve it.
Our simple process is laid out below, but these things always benefit from having independent facilitation – get in touch if we can help you to design and run an effective rebound day.
Get True Feedback on How It’s Going
Design Your Rebound Day
Run the Rebound Day
Follow Through on Your Commitments
Addressing Time Constraints
Whilst you can run effective team rebond and rebound days internally, there are benefits in getting independent facilitation involved.
Firstly, you can have a more objective conversation about what might be going wrong, you can be truly challenged to think differently, and you can bring in experience from how others have tackled similar problems.
It also gives you and your team space to plan and be involved in the day, without worrying about all the mechanics.
Our mission is to make your change management journey easier, smoother, quicker and more sustainable.
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