We are living in a time of unprecedented change. The arrival of the internet and digital transformation, the 2008 crisis that began with the fall of Lehman Brothers, the recovery from the crisis, the increasing globalization, the situation of the covid pandemic… Everything has changed a lot in recent years. l In fact, it is often said that instead of being in an era of change… we are undoubtedly facing a change of era. And in this new era, it would be absurd not to realize that WE MUST ALSO CHANGE THE WAY WE MANAGE PEOPLE.
Winston Churchill said that “we cannot continue applying the habits of the past to decide on the future”. Albert Einstein also expressed himself in a similar sense, saying that “we cannot solve our problems with the same thinking we used when we created them”. In other words, in the face of so much change, it is essential that we also change the way in which we manage people. Remote work, the shortage of talent, the massive incorporation of millennials and generation Z into the professional world, the rise of freelancers… have meant that the world of work has also changed a lot in recent years.
In this sense, Gallup has identified 6 MAJOR CHANGES THAT WE MUST KEEP IN MIND TO MANAGE PEOPLE TODAY:
- From my salary… to my purpose. Salary has always been important. But today, more and more people want to be part of organizations with a very clear mission. Many professionals value working on a project that is fully aligned with their purpose.
- From my satisfaction… to my development. Previously, personal satisfaction in the workplace was highly valued. And I am not saying that today it is not important, that it is and a lot, but that they also highly value personal development. Having a pleasant work environment is taken for granted. Professionals are very interested in being in organizations where they can develop, where they can grow both personally and professionally.
- From my boss… to my coach. Previously, the figure of the boss was very present, that person who gave orders to his workers and closely controlled their work. Nowadays professionals prefer to have leaders instead of bosses. People from whom they learn something, people who act as a coach and can help them understand and develop their innate abilities and strengths.
- From my annual evaluation… to my ongoing conversations. In the past, most interactions between a boss and a subordinate centered around the annual (or semi-annual, or quarterly) performance appraisal. Currently, professionals are committed to having constant conversations with their bosses, using multiple forms of communication: face-to-face, Whatsapp, telephone, social networks, Teams, Zoom… Conversations are frequent and multidirectional, where feedback is also very present.
- From my weaknesses… to my strengths. Historically, people management has focused mainly on correcting weaknesses. Analyze the performance of a professional, see what weaknesses they have, and correct them. Today, Gallup has discovered that a person’s weaknesses never become strengths, while strengths can be developed infinitely. A strengths-based organization helps attract and retain talent.
- From my job… to my life. One of the great goals of today’s workers is to have a good job. Work stops being just a job and becomes your life.
6 powerful reflections that all professionals who manage people must keep in mind.
Recommended readings:
It’s the Manager: Moving From Boss to Coach
Wellbeing At Work: How to Build Resilient and Thriving Teams
