12 Jun 4 Ineffective Practices Employers Should Abandon in 2023
Over the past three years, the professional world has drastically changed. There have been many adaptations, some short-term, and others that persist. As the pandemic has ended, many employers are steadfast on returning to a workplace we were accustomed to in 2019. But the truth is, the workforce will never be the same. It will be impossible to reinstate a workplace that was normal three years ago because there has been too much growth since then. It is time for employers to accept that some of the transitions we have made are now the standard.
Not every change during the last three years has been positive, but there are some shifts that are now necessary for building a strong team and future success. What practices should employers abandon in 2023?
Stop insisting employees return to the office
Employers need to accept that working remotely is the future and not just a trend. Many employees are now searching for work that provides a virtual option as they can save gas money, avoid commute times, increase their mobility, etc. It is giving employees in 2023 more options instead of being restricted by their job.
Do not hire employees for the purpose of repairing a bad workplace culture
Hiring a diversified team is an absolute necessity to creating a strong team. Employers need workers with an array of experience so each worker can connect to a different consumer and find innovative ways to improve your product or services. However, do not hire for the purpose of repairing a damaged workplace culture.There is a chance the new hires will adjust to the current environment. Even if employees disagree with the workplace culture and want to find ways to change it, permanent change can only come from the employer and the foundation of the business. It is the customs and practices at the workplace that need to change before employees can start adapting to the improved norm. By hiring employees into a bad environment, you will continue to experience problems like high turnover or harassment and discrimination.
Do not assume communication is the key tool to meet those culture objectives
As we move to a workplace that is more considerate of health, wellness, and inclusive practices, do not assume communication is the key tool to meet those culture objectives. Building a workplace that values open communication is important, but it is also the policies and practices that you deliberately embed into the business that will help initiate a healthy workplace. For example, offering wellness benefits so employees can lead a positive and active lifestyle that can carry over into their daily work.
Communication is only discussing what may require change. Fostering habits and systems that provide actionable steps toward building a positive workplace culture will create change.
Stop associating boundary-setting with quiet quitting
The term quiet quitting has become popularized as people have been complaining that employees are doing the bare minimum amount of work to keep their job. However, more commonly, quiet quitting has become the term employers associate with employees who aren’t afraid to set boundaries. Why should employees be punished for staying true to their job description and not agreeing to additional work they aren’t compensated for?
In 2023, employers should champion boundaries because employees will more easily sustain their productivity over long periods of time. If employers need certain roles to take on more responsibility, consider changing the role expectations in future Employment Agreements or compensating your current employee more if they consent to expanding their work duties.
If you are an employer who needs to change policies, create new policies, or alter Employment Agreements to correspond with the new norms in the workforce, please contact KCY at LAW by filling in an online consultation request or contact us by phone at 905-639-0999 to book your consultation today.