Key leadership challenges for 2022

Last year saw record numbers of employees resign from their jobs, while companies adjusted to the reopening of society and the transition into hybrid working.

This article highlights three important leadership issues that managers need to prepare for in 2022.

Talent war continues

The Great Resignation is set to continue. Three-quarters of UK professionals intend to look for a new role in 2022,^[1] and 41% of US employees want a new job before the middle of the year.^[2]

Some employees are no longer willing to tolerate jobs that are stressful, time-intensive,^[3] underappreciated and don’t fit into their desired lifestyle.

Therefore, leaders need to pay attention to their employees’ needs. Significant investment in career development could convince up to 94% of employees to stay longer at the company,^[4] while flexible working is also a key requirement.

Half of UK employees say they would consider quitting their job if hybrid working was removed.^[5]

Company culture will evolve

Many leaders have raised concerns that ‘working from home’ will hurt workplace culture, by replacing the energetic, casual interactions in the office with sterile Zoom calls.

But hybrid working isn’t going away. Therefore, leaders must examine how to ensure a positive company culture radiates outside of the four walls of the office.

As our article How to unite your hybrid team through change explains, leaders first need to build togetherness within their teams and ensure each individual feels included and clear on their responsibilities.

This includes setting clear policies and expectations on hybrid working from the outset, agreeing psychological ‘contracts’ with employees and adopting an optimistic, growth mindset to hybrid working.

Leadership soft skills are a priority

Empathetic listening, collaboration, critical thinking, and communication are crucial skills for leaders, but research suggest that soft skills like these are short in supply.

According to one study, 89% of employers felt a lack of soft skills was the reason new hires didn’t work out at their organisation.⁶

These soft skills are vital for leaders and people managers aiming to build high-performance teams, work seamlessly with others, communicate complex concepts into simple language and ensure every employee feels appreciated and engaged.

One-to-one coaching is an effective way of ensuring managers master these soft skills by helping them to address the challenges and opportunities they face daily. It helps managers update their skillset and adds extra dynamism to their leadership ability.

Do you need help preparing your company’s leaders for the challenges ahead?

Get in touch with our experts who will help you with your leadership development need, and uses practices that are proven by behavioural science.

References

1. “The Great Resignation.” CV -Library. November 25, 2021.
2. “Job Optimism Survey.” Robert Half. December 21, 2021.
3. Giurge, Laura M., Ashley V. Whillans, and Colin West. “Why Time Poverty Matters for Individuals, Organisations and Nations.” Nature News. Nature Publishing Group, August 3, 2020.
4. “2018 Workplace Learning Report.” LinkedIn, February 27, 2018.
5. “Onboard not overboard: How hybrid working can help UK organisations retain top talent in the age of 'the great resignation.” Microsoft and YouGov, December 9, 2021.
6. “Global Talent Trends 2019.” LinkedIn, January 28, 2019