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The Workplace of the Future is NOW – Do You Have a Plan to Solve Employee Disengagement and Anxiety?

Our clients tell us they can’t keep up because the world is changing so rapidly. The word “change” actually seems insufficient to describe the rapid transformation affecting all our businesses. And yet we’re more connected than ever.  One misstatement, misstep, miscalculation of impact and a disgruntled person’s tweet can go viral at a moment’s notice. We’ve never felt more vulnerable to the opinions of others and it’s affecting our businesses.

Not a stretch for any of us or our businesses, just look at what happened to Peloton recently. When its holiday commercial failed to strike the right note with its customers, the company’s stock dropped more than 10% after a storm of criticism helped its infamous commercial go viral for all the wrong reasons.

But it’s not just our customers that are challenging. Our employees live in this world and they are challenged by the change too. They’re also confused. Hence, most businesses are facing a two-headed crisis with their employees: (1) disengagement and (2) anxiety. Just when we need our teams to pull together, crush performance, and be stronger than ever, actually the opposite is happening. Our employees are instead disconnected from each other or with their bosses. Rampant anxiety is hurting their individual performance. And high turnover is costing us serious money.

At launchbox, we’re all about finding solutions to help you solve disengagement and anxiety to ignite your team and company’s performance.  We’ve developed a 3-hack strategy you can use to ensure your company is meeting the demands of the changing workplace. Follow along as we show you how we’re helping three clients solve their own unique organizational problems:

Asking Questions to Solve for Disengagement

One of the clients we work with had a modern challenge that needed solving: many of their employees worked in the field at customer sites while others remained behind at the company’s main office. Not surprisingly, they were struggling to keep their remote employees engaged.

When they came to us for help, we coached them to start by conducting an assessment of all their employees to help them figure out what the specific problems were. Turns out the employees that spent a lot of time in the field were having trouble remaining connected to their peers, the company’s mission, their contribution, and ultimately their own career path.

With this information in hand, we were able to help the leadership design and implement specific engagement strategies through coaching individuals and the team to create increased engagement. The solution? Double down on understanding the employees needs and then solve them at the individual and group level.  Model behavior, downstream techniques, and stand for the employee. The result? Greater engagement and increased retention across the entire company.

Helping Employees Find Meaningful Work

Another of our clients, a respected financial advisory firm, sent one of their talented young employees to get coached by us. This young man was struggling to find real meaning, purpose and contribution in his work. The company’s mission of protecting their clients’ assets and growing wealth just wasn’t cutting it for him. He was looking for something deeper, more meaningful, something to feel he was a part of and that would allow him to make a difference.

In working with us, he learned about himself, his own why, and the impact he wanted to have. It was critically important for him to have belief around his impact and tangibly see the results of his work (in the form of seeing his clients’ wealth grow) in order to feel connected to what he was doing. We talked about how he could better communicate that to his bosses in order to get some help to create bigger results for all of his accounts.  He was predisposed as many millennials are to create impact.  We tied his ambition and work to philanthropy that was created by the growth of wealth. Once he became aware of this meaning, he could articulate it as his value and extend it to his clients.

Can you guess what happened next? He got the help he needed from his supervisors to recast his own meaning and impact in order to contribute to the team. This in turn helped his clients AND his company’s bottom-line.

He also discovered how to live his own values and find greater purpose and contribution by seeing the positive things his clients were able to do for both their families and for others as a result of their increased wealth. How’s that for a win?

Reskilling Emotional Intelligence

Management at one high-end health club came to us because they were frustrated with the performance of their younger employees. They felt that many of them didn’t display the warmth and friendliness they wanted to see in such customer-centric positions.

After instituting hacks 1 and 2 above, we dug deeper to create a system of skills to help employees connect more readily to the company’s mission. We helped the employer bridge the generation gap by showing them how to reskill their young employees on the basics of customer service, making it about teaching, learning and growing. We encouraged them to train and coach young employees on connection. This gave their young people skills they could see they would use forever. It also made them feel that they had power over their own future, that they were creating their own path to success. Finally, we encouraged management to illustrate how their role was absolutely vital to the entire customer experience and that how they showed up as individuals made the ultimate difference.

The culture at the health club became one that was focused on others and giving value. As a result their young people began to flourish. They learned new skills and changed the way they communicated with clients and their peers. And ultimately, they took ownership of their own self-development and growth in order to provide the best possible experience for the customers they saw every day.

As we enter the next decade, one thing is for sure: the workplace will continue to rapidly evolve even faster. In order to keep up and achieve even greater success in the years to come, make sure you’re solving problems for both your customers and your employees. If your company could use a little support in igniting growth like these three clients, book a free call with one of our coaches today!

Why Workplace Stress is a Worldwide Epidemic That Prevents Us From Being Happy at Work

In America, we’re famous for working. Working long days with little time off and taking pride in it. So it should come as no surprise that many of our employees are overworked, stressed out, and burned out. And it’s costing us dearly in terms of lost wages, lost productivity, and lost impact. According to a study from Mental Health America, almost 70% of workers reported missing some days at work each month due to stress. But it turns out that workplace stress isn’t just an American problem: it’s a world problem.

Take this recent article from The Atlantic, which explores stress and depression in the Japanese workplace. While work has grown more global and connected us in ways we could never have imagined, it’s also caused a clash of cultures. And it has forced rapid change on both sides of the generational divide.. Which leaves a generation of workers in Asia who are being forced to assert their opinions and establish themselves as individuals without ever having gained the skills to do so. In essence, they are suffering the “consequences of a nation transitioning from a culture of collectivism, in which they have to accept their rank within a family, to a capitalistic workplace where they have to forge their own path.”

For the last year, I’ve been fortunate to travel to Singapore many times to conduct in-person training workshops for a client. I’ve met many wonderful, talented, and bright Millennials and Gen Z employees over the course of my travels in Singapore. And I’ve also experienced firsthand how the challenges facing the worker of the future don’t just exist inside the bounds of the United States.

Technology is changing absolutely everything about the way we live and work. And one of the primary ways it’s changing the workplace is that it’s putting increasing emphasis on employees as individuals. It’s not enough to follow the rules, blend into the crowd, and get the job done. Now we’re told we need to bring our best selves to work every single day, exceed expectations always, and find ways to stand out from our co-workers. That creates massive amounts of anxiety as we question if we’ll actually be able to keep up with the pace of change, if we’ll have the skills necessary to compete and succeed in the future, and if what we’re doing actually matters anyway.

After training more than 20,000 Millennial and Gen Z employees and their managers around the world, we’ve come up with a 3-hack system employers can use to combat the crushing wave of workplace anxiety:

1. Turn Your Workplace Upside Down

Start anywhere, but principally at the bottom and actually talk to your employees. Find out what they’re struggling with, what they need help with, and come up with a plan to support them as individuals. Remember that one size doesn’t fit all so take the time to talk to each employee one-on-one or at least do a survey. Demonstrate you care by listening and asking great questions.

2. Create Meaningful Work

While all work isn’t necessarily meaningful, make sure your employees understand how their assignments and role fits into the larger picture of the company. Make sure they know why something is being done and what goal is being served. Make sure they stay connected to the vision of where the company is going and the impact you’re having on the world around you. And help them grow – that is meaningful at its core to them.

3. Reskill Your Employees on the Basics/Emotional Intelligence

While we can’t control what the future world of work will look like, make sure you’re providing your employees with opportunities to grow and develop crucial, transferrable skills like emotional intelligence. As technology continues to shift the landscape of our world, we know people are going to matter more than ever. Make sure you’re supporting your employees to become better, more empathetic humans.

To learn more about our 3-hack system to guarantee workplace success, click here to read our recent blog.

As an employer, you’ve got to figure out how to help your employees relieve workplace stress. It costs you too much in terms of lost labor, employee turnover, and poor productivity to continue to allow your employees to fight it out on their own.

Need some help? Reach out to us to schedule an exploratory call with one of our experienced coaches!

3 Hacks to Guarantee Success in the Multi – Generational & Diverse Workplace

What does it take to really bridge the gap in the multi-generational workplace? To transcend age, culture, diversity, and experience? To overcome everything that pulls us apart in order to pull teams together and crush it in the workplace?

We’ve spent the last four years exploring those questions. Along the way we’ve had the privilege of training more than 20,000 millennials and their employers. We’ve talked to audiences around the world in all different kinds of industries.

And what we realized is this: there is a system that can GUARANTEE multi –generational workplace success!

The best part? It’s pretty dang simple.

Hack  1: Turn Your Workplace Upside Down

You need to lead by providing value to others. And in order to provide value to others, you’ve got to listen, learn about what matters to them, and find a way to connect and serve them.

So when it comes to your employees, you’ve got to turn your workplace upside down. Instead of applying a top-down approach to your people, giving orders, and guessing what will make them happy, you’ve got to start at the bottom and friggin’ talk to them! Ask them about what they want from you, their manager, and their job. And then find a way to give it to them.  Make them matter and feel safe.  In case you haven’t realized it, you really work for them anyway.

Hack 2: Create Meaningful Work

No matter what industry you’re in, you’ve got to make sure your employees have meaningful work. Because in order to be engaged they have to connect themselves to the meaning of their work.  It doesn’t matter whether you’re saving lives or selling widgets. You’ve got to give your employees work that means something to them! And if they can’t see that meaning for themselves, it’s up to you to show it to them. Paint the picture of why it matters. Show them that their task, no matter how boring, tedious, or insignificant it seems, makes a difference and has an impact. And let them in on the wins!

P.S. the biggest way you can win is to train, grow, coach, and mentor them to get better to create more impact.  Self-growth allows them to draw a connection to the work that created it – and makes their work meaningful!

Hack 3:  Reskill Your People from the Inside/Out (on Emotional Intelligence)

As a boss, as a manager, it’s up to you to coach your people to be their very best. And one of the best ways to help them is to reskill them on emotional intelligence. We call it connection currency.  According to a recent study from the World Economic Forum, emotional intelligence is one of the top ten most in-demand skills listed by employers. And with good reason! As our workplace increasingly becomes dominated by technology, people matter more than ever. So make sure your employees have the skills to successfully connect with their bosses, their coworkers, and your customers.

Want to learn more about our 3-hack system and how it can work for you?  Shout  out to us – we can help you bridge the gap with your employees to CRUSH performance in the workplace today and in the future!