This week’s episode of the ShiftShapers Podcast talks about how companies are shifting the way they do business. According to Gleb Tsipursky, an internationally-recognized thought leader and the CEO of Disaster Avoidance Experts, this shift has begun even before COVID-19 and will continue even after the pandemic ends. In this episode, we talk about the challenges of managing the workplace, more specifically, what leaders need to know in terms of adapting their corporate culture?
What You’ll Learn From This Episode:
- 2:14 How technology influenced the shift to the hybrid workplace.
- 3:13 Why some leaders prefer to go back in the office.
- 7:56 Reasons why a hybrid workplace will maintain the best morale and employee engagement.
- 10:36 Strategies that companies can use to start creating a hybrid workplace.
- 14:20 Creating new performance indicators and metrics.
- 18:02 The potential of hiring people globally.
- 20:20 What leaders need to know in terms of adapting their corporate culture.
- 23:24 The normalcy bias.
3:03 “People are much more productive on their individual tasks at home. Even before the pandemic, more and more are doing their individual tasks at home.”
4:32 “The key dangerous judgment error here is called the status quo bias. We tend to go toward what we’re comfortable with. The status quo – what we know, where we’re successful, and the leaders who have been successful in their career 20, 30, 40 years in the office, they feel they can manage people best that way. They feel they can control their environment. Of course, that’s a little bit diluted, but they feel that they have more control, more authority. They feel good about seeing people around them. And that’s the status quo bias. They’re orienting towards their personal gut reactions and what’s comfortable for them, rather than what’s best for the bottom line.”
16:23 “Companies need to fundamentally change their performance evaluation. Right now, performance evaluation for the large majority of companies is based on presence, how much time you work, and generally your presence in the office, that’s obviously not going to work. It has not worked well during the pandemic, which is one of the reasons managers want to come back Monday through Friday, 9 to 5. But that is not what you should do. You should change to make sure that performance is based on deliverables, accomplishments, not time-based.”