Jennifer McClure`

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Written by Jennifer McClure

10 Activities Leaders Must Embrace to Lead With Impact in the Future of Work

Impact Makers Podcast Episode 073

As we close out 2022, I’m focusing this month on how I can best prepare myself – and you – for a successful 2023.

In my world, this time of year is typically filled with prediction posts and podcasts, where thought leaders share what they believe will be the challenges and opportunities ahead in the new year, related to the world of work.

Since my focus is on preparing leaders – like you – to embrace the future of work, and to develop the skills necessary to lead with impact, instead of making predictions that may or may not come true, I’m sharing 10 areas and activities that are critical for leaders to focus on, in order to lead with impact in the future of work.

1. Fight for Flexibility for Your Team Members

People want to effortlessly work how, where, when, and for whom they want.

  • 40% of respondents in McKinsey’s Great Attrition Great Attraction Survey published in September 2021, said that Flexibility was the number one reason they accepted their current job.
  • According to Shiftboard’s State of the Hourly Worker Report, scheduling is the #1 complaint of hourly workers and the #1 cause of turnover.
  • 85% of the hourly workers who participated in the survey reported that scheduling affects their overall job satisfaction.

2. Prioritize Career Growth and Development Opportunities for Your People

  • According to Gloat Research Group’s Great Resignation 2.0 Report, the number one reason given by employees who took a new job as to why they would leave again was the lack of career development opportunities.
  • The same survey revealed that 54% of the employees surveyed reported that their employers either don’t take their future interests and aspirations into consideration enough or not at all.

3. Help Your People to Connect with Meaning and Purpose in Their Work

Connect people to something bigger than themselves and help them contribute.

According to Gallup research, a 10% improvement in employees’ connection with the Mission or Purpose of their organization leads to an 8.1% decrease in turnover and a 4.4% increase in profitability.

I love this quote from Laszlo Bock, the current CEO & Co-founder of Humu and former Google SVP of People Operations: “The single biggest thing you can do [as a leader] is make the work feel meaningful.”

What is an organization’s Purpose? It’s what we do for our customers. Some good examples:

  • Nourishing families so they can flourish and thrive – Kellogg
  • We fulfill dreams of personal freedom – Harley Davidson
  • We help people get jobs – Indeed.com

4. Commit to Real Change and Action with Your Diversity, Equity, Inclusion, and Belonging Efforts

  • Set meaningful goals
  • Track progress
  • Hold leaders accountable
  • Incentivize leaders

To learn more about how to do this, check out Impact Makers Episode #51 – The Value of Taking a Strategic Approach to Diversity, Equity, and Inclusion with Jennifer Ingram.

5. Invest in Your Leaders – Specifically Front-Line Supervisors

The biggest gains businesses will witness in the future will come from hiring and training the right managers, who care for, develop, and maximize the strengths of every single employee.

Why is this so important?

Gallup found that 70% of the variance between the highest engaged teams and persistently disengaged teams is just the manager (based on meta-analytics of 100 million employee interviews).

6. Focus On Skills Identification and Development

I think this quote from Jonas Prising, Chairman & CEO of ManpowerGroup, sums it up:

“Helping people to pre-skill, upskill and reskill for in-demand roles in this Skills Revolution remains the defining challenge of this decade. It was important before the pandemic and is even more critical now – to create a better workplace where everyone is able to unleash their full human potential and have a more equitable share of the prosperity.”

Listen to Impact Makers Episode #64: Creating Career Pathways to Unlock Opportunity for the Workforce of the Future with Matthew Daniel to learn more.

7. SEE Your People

  • Show Appreciation.
  • Give Recognition.
  • Value Differences.

According to the results of a SurveyMonkey/Bonusly Survey, 63% of employees who are regularly recognized were “very unlikely” to look for a job in the next 6 months, and 89% of employees who are rarely recognized are open to accepting a new job.

Similarly, McKinsey’s Great Attrition Great Attraction Survey found the number one reason why people left a job without another one in hand was uncaring leaders.

8. Grow Yourself

  • Own your Personal Development.
  • Set goals, track your progress, and hold yourself accountable.
  • Challenge yourself to learn aspects of business and leadership that are not within your current responsibilities.

9. Develop Your Influence

  • Invest in relationships.
  • Build trust.
  • Share your ideas.

“You don’t get influence through control. You get influence through other people’s positive experience of you. You get influence through people wanting you involved – not by telling them you have to be.”
— Neil Morrison, Former Group HR Director, Penguin Random House now Group HR Director at Severn Trent Water

10. Embrace (and Lead) Disruption

  • Change is a constant.
  • Stay curious and seek out ways to lead change efforts.

Did you know that leaders are much more likely to engage in quiet quitting than their actual workers? Listen to Impact Makers Episode #63: Defining Return on Workforce Investment in the Future of Work with Dr. Alexander Alonso and learn what you can do to mitigate this.

IMPACT MAKERS PODCAST – EPISODE 73

People & Resources Mentioned In This Episode:

Workplace from Meta

Show Sponsor:

This episode of the Impact Makers Podcast is sponsored by Workplace from Meta.

Everybody’s talking about the metaverse these days, but Workplace from Meta is different – I mean, the clue’s in the name, right?

Workplace is a business communication tool that uses features like instant messaging and video calls to help people share information. Think Facebook, but for your company.

It’s part of Meta’s vision for the future of work – a future in which your job isn’t just something you do, but something you EXPERIENCE. A future in which we’ll all feel more present, connected, and productive.

Start your journey into the future of work at workplace.com/future.

Connect with Jennifer:

Send her a message [https://jennifermcclure.net/contact/]

On LinkedIn: http://www.linkedin.com/in/jennifermcclure

On Twitter: https://twitter.com/JenniferMcClure

On Instagram: https://www.instagram.com/jennifer_mcclure/

On Facebook: http://www.facebook.com/JenniferMcClureSpeaker

Categories: Blog, Leadership, Podcast
Posted on December 21, 2022

Written by Jennifer McClure

10 Questions You Should Be Asking to Prevent Your Best Employees from Leaving

Impact Makers Podcast Episode 071

In general, employees leave their jobs because they want more career growth, flexibility, and/or appreciation and recognition.

You’ve probably also heard that people leave managers, not companies.

So, how do you prevent your best employees from leaving?

By taking the time to have conversations with your direct reports and team members to understand what’s working, what’s not working, and how you can help to set them up for success.

Whether you’re doing performance evaluations, having end of year discussions, or talking about goal setting and goal planning for next year, I’m sharing 10 questions you should ask.

To Discover Skills to Focus on or Develop / Areas to Eliminate or Support

1. What are 3 aspects of your job that you feel you’re best at, or enjoy the most?

2. What are 2 areas in your job where you could use more support or resources, or would prefer not to do?

3. Outside of work, what do you really enjoy doing? Do you have a hobby, or a passion project that you work on that gives you joy?

Learning and Development / Career Growth

4. Is there something that you would like to have an opportunity to learn or explore, that either isn’t a part of your current job, or is something you’d like to try?

5. Are there skills that you would like to learn, or career opportunities that you would like to explore that you don’t fee are available to you in your current role, or at this company?

Flexibility / Work Hours

6. Does the current schedule or work situation allow you to do your best work, while also enjoying your life away from work?

Understand How Someone Likes to Be Managed

7. How do you like to be recognized and appreciated? What is meaningful to you?

8. How often would you prefer to meet to discuss and share progress against your goals?

Support Their Progress and Ensure Success

9. What is one thing that I can do to set you up for success in 2023, that I’m not doing currently?

The Magic Question

10.If I gave you a magic wand, and you could change one thing about your current job, or about the company – what would you change?

IMPACT MAKERS PODCAST – EPISODE 71

Key Quotes From This Episode:

“More and more people are really focused on making sure that work serves their needs and their life.” ~ @Jennifer McClure

“Flexibility, and how that matches with what your employees are searching for or what they feel best meets their needs, is a big driver of the Great Resignation.” ~ @Jennifer McClure

People & Resources Mentioned In This Episode:

Workplace from Meta

Show Sponsor:

This episode of the Impact Makers Podcast is sponsored by Workplace from Meta.

Everybody’s talking about the metaverse these days, but Workplace from Meta is different – I mean, the clue’s in the name, right?

Workplace is a business communication tool that uses features like instant messaging and video calls to help people share information. Think Facebook, but for your company.

It’s part of Meta’s vision for the future of work – a future in which your job isn’t just something you do, but something you EXPERIENCE. A future in which we’ll all feel more present, connected, and productive.

Start your journey into the future of work at workplace.com/future.

Connect with Jennifer:

Send her a message [https://jennifermcclure.net/contact/]

On LinkedIn: http://www.linkedin.com/in/jennifermcclure

On Twitter: https://twitter.com/JenniferMcClure

On Instagram: https://www.instagram.com/jennifer_mcclure/

On Facebook: http://www.facebook.com/JenniferMcClureSpeaker

Categories: Blog, Employee Engagement, Leadership, Podcast
Posted on December 8, 2022

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