As 2023 is just around the corner, it’s time to rethink the future of work. While a lot is being discussed about what should be done for the progress and development, People Matters got in touch with industry experts to understand what employers need to STOP doing at work in the upcoming year.
1. Enforcing return-to-office
When the whole world is talking about shifting to a 4-day week and continuing hybrid work, pushing your employees to return to work is not a very wise step to take. In working from home, employees find value in getting more sleep, due rest, avoid traffic and adjust their work time. Working from anywhere or from home will impact hiring and employee satisfaction to a great extent.
2. Viewing performance as once-a-year event
Yearly performance reviews can help you track employee performance. But they should be part of a multi-pronged approach for evaluating progress, rather than a one-and-done method that only happens every 12 months.
3. Thinking communication solves everything
Business owners are bombarded with messages about the importance of communicating with employees. Ever heard the old adage, “It’s not what you say, but how you say it?” That couldn’t be truer in this case. While there’s no denying your business won’t get very far without effective communication, communication alone isn’t enough. There is a difference between information and inspiration. One tells you what you should do; the other ignites the fire within you to do it.
4. Forcing culture
One of the common terms that we come across in organisations is work culture. At times, especially in start-ups, it becomes a KRA for the talent team to stress the work culture. Work Culture should be defined by the leaders vision. A culture of camaraderie should be promoted within the team and automatically the team enjoys doing work.
5. Viewing growth through profit and loss lens
Performance typically has been measured through hard numbers. However, some of the top companies have started bringing in the happiness quotient as an important barometer of progress. “Happiness of employees is directly linked to their mental makeup and how they view the organisation beyond short term or tactical steps in their career. Mental wellness programs add to their personal growth and assure employees that the company is thinking beyond its own gains thus elevating their own performance and that of the company as a whole,” said Raman Mital, Co-founder and meditation expert, Idanim, a mental wellness application for employees to practice mindfulness.
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