Businesses are often disturbed by natural, social, political and economic issues. Backed with long-term plans, Software Companies often have policies and strategies in place to manage the impact of such issues. The journey of getting through these issues brings in few modifications over the work process and culture along with the responsibilities of the firm. Unlike other obstacles, COVID- 19 had a great impact on the business in all aspects be it production, sale, finance, resources etc.
Impact of Disruption
A handful of businesses boomed during the pandemic while some crashed while the rest sort of survived. The struggle was not only about earning revenue but majorly about staying safe and innovative, which meant keeping the business going and the human resources together. As per the Survey by Gallup, 53% of workers worldwide stopped working temporarily, 32% lost their jobs and 49% saw their working hours or wages reduced to half of actual.
With the onset of the pandemic, top leadership of IT Organizations shifted their approach towards their IT Employees. It began with ensuring their employees stay safe in their houses and has evolved, expanded into innovative work processes and employee management methods.
Before leading a team, leaders need to be aware of their own emotions, self-analyze and take care of their own well-being as well as be completely aware of and understand the HR policy and procedures.
Strategies to Lead a Team During Disruption:
1.Feedback & Appreciation:
In small or big ways, share individual feedback; show Software Employees their strengths, motivate them to do better and appreciate them in the midst of a team. Employees feel empowered when they receive feedback and recognition for their work. It makes them feel belonged and they tend to be more loyal towards their work and organization.
2.Listen to their perspectives:
Involving Software Development Employees in key decisions shows how you value their perceptions and opinions. This tactic also helps gain a wider range of perspectives on a subject. It creates a sense of ownership among employees along with a significant increase in employee engagement levels.
3. Trust your team with responsibilities:
Adding new responsibilities sounds tiring but creates a positive impact as the leaders feel more accountable and stay regularly in touch with their teams. It also gives Software Employees a clearer view of individual and organizational objectives. It helps create a coaching work culture.
4. Designate time for team-building:
Hybrid work culture has changed the communication mediums. The leaders need to plan time and space for virtual discussion and activity for team-building purposes.
Organizations like MonoSol, Facebook, Google, Twitter and Square are amongst the top companies that have successfully led their teams by valuing their employees in the pandemic by embracing the sudden need for changes in work culture.
Given that the world has woken up to a paradigm shift in work culture where flexible hours are being included to boost employee productivity, it is important for organizations to now create mental health policies where developer employees feel heard and respected by their leaders, in periods of distress or disruption.
As a step forward, Software Companies can tie up with Mental Health Clinics (or therapists) and remove stigma around the need for therapy and counseling. This will not just boost employees’ mental health but will also create trust and loyalty between an employee and the organization, eventually leading to successful employee retention.
(Author: Alisha Fernandes is an inquisitive learner & content writer at TechDoQuest)