To address Personal Resilience
As a result Impact of COVID
Feelings of not “being seen and therefore not being “valued” , and as a result being “underutilised”
Increased work load, lack of personal balance, increased time at one’s computer
Feeling of isolation (especially for young professionals who live alone, and are away from their family)
Emotional impact of the pandemic (personal loss and trauma)
Challenges around job satisfaction and support of core staff vs. support staff
Questions around growth opportunities / career progression
To address Organisational Reslience
Increased stress and pressure
New work ‘cases,’ over-and-above usual work load / ‘cases’
Concerns about working from home: and the resultant disruptions
Question of sustainability and impact in the wider community (especially in the context of a struggling economy), yet still need to demonstrate growth, and impact externally
Talent Retention (interventions/programmes needed to retain, engage and grow staff)
Need to ensure that the staff remain motivated in context of frozen/limited budgets (& no bonuses)
Need to investigate whether the current policies and performance management processes are fit for purpose?
Need clarity and to ‘relook’ efficiency and effectiveness of ‘team output’.
Goals developed with our client:
Need for a more ‘Empowering set up’…with ‘empowered, highly motivated and confident teams’.
Teams should not be scared of leadership or feel ‘intimidated by the Leaders.
Teams should not be afraid to take calculated risks to keep the momentum going on projects.
The need to co-create a new culture, using a ‘bottom-up’ approach. This should ensure that staff are afforded the opportunity to give input.