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The content in this article derives from Jane Clark and Leann Ploessl’s “How We Work Now: The Need for Empathetic Leadership” webinar presented in December of 2023. Clark and Ploessl represent Lake Effect Human Resources & Law, a Madison-based HR and employment law firm.

As a leader in your organization, it's crucial to understand the complexities of hiring and guiding employees to their best performance.

This article will delve into current HR challenges, highlight common hurdles faced by today’s employees, explore the evolving needs of the workforce, and shed light on how empathetic leadership paves the way for workplace success.

Current Issues in Human Resources

In the ever-evolving professional landscape, organizations are facing a myriad of challenges and opportunities. One of the most prominent challenges for employers is talent acquisition.

“We continue to experience difficulty in attracting and retaining client talent,” Lake Effect Founder and CEO Jane Clark said.

Why?

Here are two of the top reasons, according to Clark:

Difficulty finding affordable housing, reliable transportation, and affordable childcare

“What we're hearing is, as we're recruiting into the area, there’s difficulty with affordable housing and reliable transportation,” Clark said. “The availability and affordability of childcare is another issue.”

As organizations expand their search for talent, considering local challenges faced by potential employees is crucial. This involves exploring creative solutions such as remote-work options, flexible schedules, or even offering support programs for housing and childcare.

Evolution of Background Checks and Drug Screening Processes

“We're seeing changes in our clients’ utilization of background checks,” Clark said. “We're really talking about criminal background checks here and also drug screening processes.”

Clark added with the changing legal landscape surrounding marijuana use, some companies are re-evaluating their approach to pre-employment drug screening and making a shift towards managing employees’ impairment rather than focusing solely on the screening.

The Evolution of Employee Needs

As the professional landscape has changed, so have employees’ needs. Here are six areas leaders must focus on:

Embrace Remote and Hybrid Work

The aftermath of the COVID-19 pandemic has reshaped work and life balance expectations.

“Those who had positions that enabled them to work remotely really enjoyed that ability to get a better balance,” Clark said. “We continue to see the that remote work and hybrid work is really here to stay.”

Considering this, many employers have adapted their policies and procedures to meet the requirements of remote work, ensuring essential resources are provided to remote workers.

“Your remote employees must have access to the technology, the files, office supplies, and know what the expense reimbursement policy is, so that they have the resources and the tools they need,” Lake Effect Strategic HR Advisor Leann Ploessl said.

Focus on Diversity, Equity, Inclusion, and Belonging

“There’s a continued focus on diversity, equity, inclusion and really an enhanced focus now in developing a real meaningful sense of belonging for employees,” Clark said.

Organizations should prioritize creating inclusive environments where employees feel valued and connected.

Navigate Legal and Regulatory Changes

Recent decisions from the National Labor Relations Board and impactful Supreme Court rulings emphasize the need for organizations to review and update their employment policies. Proactively addressing potential issues related to employees’ rights and accommodations (e.g., terms and conditions of employment, wages, workplace safety, etc.) is essential, even in non-union workplaces.

Examine the Classification of Employees and Wage Regulations

The classification of employees as exempt or non-exempt is under scrutiny, with proposed changes to salary thresholds. Organizations should stay informed about regulatory developments and be prepared to adapt to potential shifts in wage and hour regulations.

Consider the Rise in Harassment and Discrimination Claims

“We have seen since George Floyd a real uptick in harassment and discrimination claims,” Clark said. “City , state, and federal agencies report a marked increase in claims in 2023.”

Businesses must prioritize creating safe and inclusive workplaces, providing training, and promptly addressing any reported incidents. That includes in the remote setting as well.

“Harassment, discrimination in a remote environment, using technology is still something we need to be aware of,” Ploessl said. “Just because somebody didn't say an inappropriate comment to their face, if it was said over email or text, that all still applies to your policies.”

Evaluate Mental Well-Being and Employee Burnout

The World Health Organization released a scientific brief in March of 2022 pronouncing that COVID triggered a massive 25-percent increase in the global prevalence of anxiety and depression.  That has continued post-pandemic with increased incident of mental health related employee issues.

Employers need to prioritize mental well-being, offering support programs, accommodation options, and fostering a workplace culture that promotes work-life balance. 

Changing How You Lead

Here are five tips on how to lead with empathy.

Focus on Being an Empathic Leader (Take it From Ted Lasso)

In response to these evolving challenges, organizations must shift from traditional managerial roles to empathetic leadership. Taking inspiration from Ted Lasso, leaders should engage in frequent, informal check-ins, actively listen to employees, and provide the necessary support to foster a positive work environment.

“Ted Lasso really showed us the benefit of engaging on a human-level with your team,” Clark said. “He was always very clear in his communication and had two-way discussions. He showed us the benefit of being an empathic leader.”

Set Clear Expectations and Be Results-Oriented

Leadership should transition from task-oriented approaches to results-oriented strategies. Aligning individual and team goals with strategic objectives, setting clear expectations, and using SMART (Specific, Measurable, Achievable, Relevant, and Timely) can enhance employee engagement and performance.

“Make sure people know what is expected of them and make it clear so that when you give employees feedback, it is not a surprise,” Clark said.

Go from “boss” to “mentor coach”

What does going from “boss” to a “mentor coach” look like?

“It’s taking a step back and being less of the technical expert,” Ploessl said. “Leaders need to focus on really mentoring and coaching employees.”

Today’s leaders should embrace qualities such as strong social skills, active listening, collaboration, and emotional support, with a focus on removing obstacles, providing resources, and fostering an empathic environment.

Change is inevitable; embrace it, be supportive and consistent

“Change tends to bring uneasy feelings and it makes people feel nervous,” Ploessl said. “It's being a supportive leader through all of the change within your organization and then navigating the organizational culture.”

Hold your team members accountable

“We talked about a lot of communicating expectations and coaching, but there’s still a need to hold people accountable,” Clark said. “So, continue coaching and development conversations, focus on a results-oriented work environment, and make sure you're always meeting the changing organizational needs, so you're focusing on making your employees the best versions of themselves.”



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