The Great Resignation & The Future Of Work: Anne Bloom Of The Osborne Group On How Employers and Employees Are Reworking Work Together

An Interview with Karen Mangia

Focus on employee well-being and mental health: The pandemic has highlighted the importance of prioritizing employee well-being and mental health. Companies will place greater emphasis on creating supportive work environments, offering mental health resources, and promoting work-life balance. Employee well-being initiatives will be essential to attract, engage and retain talent to maintain a productive workforce.

When it comes to designing the future of work, one size fits none. Discovering success isn’t about a hybrid model or offering remote work options. Individuals and organizations are looking for more freedom. The freedom to choose the work model that makes the most sense. The freedom to choose their own values. And the freedom to pursue what matters most. We reached out to successful leaders and thought leaders across all industries to glean their insights and predictions about how to create a future that works.

As a part of our interview series called “How Employers and Employees are Reworking Work Together,” we had the pleasure to interview Anne Bloom.

A resourceful Human Resources Executive who is strategic and highly effective in executive coaching, guiding talent, culture, and business operations. Anne effectively leads talent, culture, and business operations with expertise in building strategy, transformation, innovation, and growth in the for profit and not for profit sectors. She is a trusted, forward-thinking coach, advisor and consummate relationship manager who builds cultures of inclusivity, diversity, equity, and collaboration to help businesses succeed. Anne works closely with business leaders to achieve timely results, minimize risk, and ensure compliance in all areas. Her experience as an HR consultant and executive provides a strong template for success in executive coaching, advisory services, Interim and HR Project work.

Thank you for making time to visit with us about the topic of our time. Our readers would like to get to know you a bit better. Can you please tell us about one or two life experiences that most shaped who you are today.

Today’s world is a frightening place. Leaders need to be authentic to ensure employees, friends and family members are safe, healthy and have people who will listen to them when they feel like talking, who will ensure their mental well-being is being looked after and who will be present with empathy and listening skills. The last four years have provided me with the opportunity to grow, to be more accepting, to understand where people are coming from and to ensure health and well-being are top of mind. The two life experiences that stick out for me are what pandemics have meant to leaders and employees alike and how I can help others through uncertainties and growth. The world of work has changed in the last four years and helping navigate this change is top of mind for me.

Let’s zoom out. What do you predict will be the same about work, the workforce and the workplace 10–15 years from now? What do you predict will be different?

This is an interesting question because four years ago leaders were having conversations about work and the workforce 10–15 years in the future. Leaders had to shift the thought process in 36 hours in March 2020. This conversation has not changed much in the last four years. What has changed is the urgency in which changes progress. There are still leaders who believe that workplaces will continue to be hybrid or fully remote longer term. Some leaders believe that productivity has increased in the last four years. However, there are some naysayers who are forcing employees back to the workplace on a full-time basis. It is this thinking that is leading to or even continuing the great resignation. Employees want to feel safe, secure, and work with minimal distractions in their own homes. I believe this is the future of work. I believe that leaders who don’t want to conform will continue to lose people at an alarming rate. Skills, attributes, and knowledge will walk out the front door perpetrating the talent shortage being experienced in some industries and regions. We need to prevent this exodus from continuing. Predictions for the future include an increase in AI (Artificial Intelligence) and automation of some jobs. The future of work will be more technical, more machine learning. As some jobs are automated or given to chatbots, employees will need to reskill, retrain, and become current with the new trends and will need to work within different parameters. The interesting part of this change will be the thought process of some leaders. I was speaking with a leader a few years ago discussing this very topic and her response to reskilling and retraining employees to maintain knowledge and increase retention was “we can’t afford to reskill”. My response was and will continue to be “To sustain your business, engage your employees and retain top talent organizations can’t afford to ignore what will continue to be important to all employees.” Educate your employees. Help them help you be successful.

What advice would you offer to employers who want to future-proof their organizations?

There are several questions and thoughts that leaders need to strategize for:

1. What does the future of business look like given automation (AI) and machine learning?
2. How can leaders help employees accept the changes that are coming down the pipeline?
3. What new skills will employees need to develop to be successful as organizations continue to evolve?
4. Looking at your strategic plan 5–10 years out, what will change, what will stay the same?

Organizations will need to be strategic, open, and transparent about where the business is heading. As new industries open, new skills will be needed to be successful, organizations will need to morph their service offerings to meet the new requirements.

We all know that some industries and companies may not survive if they don’t change or evolve with the times. Future-proofing a business means asking difficult questions (above) and implementing strategies:

1. Embrace technology: Stay updated with the latest advancements in technology and provide a competitive edge.
2. Foster a culture of innovation: Encourage your employees to think creatively and embrace new ideas. Create an environment where innovation is valued and rewarded.
3. Develop a flexible workforce: implementing remote work options, freelancers, or contractors to adapt to changing demands and reduce fixed costs.
4. Invest in employee retraining and reskilling: Provide opportunities for your employees to learn new skills and stay updated with industry trends.
5. Stay customer-focused: Keep a pulse on your customers’ needs and wants. Adapt your products or services to meet their changing demands.
6. Build strategic partnerships: Partnerships can help you stay agile and adapt to emerging trends.
7. Prioritize cybersecurity: Implement robust cybersecurity measures to protect your business and customer data from cyber threats.

Future-proofing your business requires continuous adjustments and a willingness to embrace change.

What do you predict will be the biggest gaps between what employers are willing to offer and what employees expect as we move forward? And what strategies would you offer about how to reconcile those gaps?

I hope that gaps between employers and employees are narrowing as employers realize engaging employees with a hybrid or work from home environment is not detrimental to business growth and employee success. It leads to opening the lines of communication to really listen and hear what employees (and employers) are challenged with and encourages growth, continuous learning, and engagement. Employers need to ensure they are building trust, transparency and listening skills to gain acceptance from their employees and close the gap on the great resignation.

There are multiple factors where gaps may arise. Below are a few common gaps and ways to bridge them:

1. Communication gap: Ensure that communication channels are open, transparent, and accessible to all. Have regular town halls, present the facts about business growth and employee engagement. Encourage regular feedback, both from employers to employees and vice versa, to bridge any gaps in understanding or expectations.
2. Skills gap: With the rapid growth of technology and job requirements, employers will need to invest in training programs for retraining and reskilling. Employers need to provide opportunities for continuous learning and growth.
3. Compensation gap: Gaps in compensation will lead to dissatisfaction and demotivation among employees. Maintaining a regular review of compensation will ensure competitiveness within the market. Employees need to understand the company’s compensation philosophy.
4. Flexibility gap: Offer flexible working hours, remote work options and other benefits that promote a work-life balance.
5. Recognition and appreciation gap: Employees need to hear a “thank you” occasionally to know that leaders appreciate them. Managing performance, having performance discussions providing constructive feedback and rewarding employees for a job well done goes a long way.
6. Career development gap: Employees value opportunities for growth and advancement. Provide continuous learning to help employees achieve their personal and professional goals.

Bridging gaps requires a proactive and empathetic approach from both employers and employees. Provide regular communication, feedback, and an ongoing commitment to improvement. This will help bridge the gaps and foster a more productive, cohesive work environment.

We simultaneously joined a global experiment together last year called “Working From Home.” How will this experience influence the future of work?

This experiment won’t influence the future of work, it is the future of work. Employees today want flexibility to work when and where they want. Forcing employees to return to the office, especially when covid cases are on the rise, when people are feeling unsafe being around others only leads to dissatisfaction. We need to remember that today’s world is all about health, safety, well-being, and mental health. If your employees are scared to come to the office, have alternate arrangements in place. With the advent of technology, being at home and working on zoom or teams is like being in the office. There are so many options to having productive work lives whether in the office or at home, that employers need to trust their employees to meet their deadlines, do their jobs effectively and be productive. This is the future of work.

We’ve all read the headlines about how the pandemic reshaped the workforce. What societal changes do you foresee as necessary to support a future of work that works for everyone?

COVID-19 and its many mutations has had a profound impact on society resulting in numerous changes. Some examples are:

1. Remote work and digital transformation: Many companies have shifted to remote work models, relying on video conferencing, collaboration tools, and online platforms to maintain business operations. This has highlighted the importance of remote work, leading to long-term changes in how and where work is conducted.
2. Health and hygiene practices: There has been a significant increase in health and hygiene awareness. Frequent handwashing, wearing masks, and maintaining social distancing have become common practices. These habits will continue as people remain cautious about their health and well-being given the ongoing mutations and uncertainty of the pandemic.
3. Education and e-learning: The education sector has experienced a shift towards online learning and e-learning platforms. Schools and universities have adopted virtual classrooms and online teaching methods to ensure continuity of education. This shift had led to a more hybrid approach to learning, combining in-person and online education.
4. Increased reliance on e-commerce: The pandemic has accelerated the growth of e-commerce as people turned to online shopping for their everyday needs. Places like Amazon, Spotify, grocery chains (Voila, PC Express), etc. are expected to continue thriving.
5. Mental health awareness: The pandemic has highlighted the importance of mental health and well-being leading to the increase of mental health support and self-care. The focus on mental health will continue as people recognize the importance of maintaining their emotional well-being.
6. Increased community resilience and solidarity: The pandemic has brought some communities together as people support and help one another during challenging times. Acts of kindness, mutual aid groups, and community initiatives have emerged, showcasing the resilience and solidarity of society. This community spirit may continue to shape society even after the pandemic.

These changes may vary across different regions and communities, and their long-term impact will depend on various factors such as the duration and severity of the pandemic, vaccination efforts, and other societal dynamics.

What is your greatest source of optimism about the future of work?

For me the greatest source of optimism is the resilience that people have shown in the face of adversity over the last few years. The pandemic has allowed employees and leaders to find meaningful ways to band together for the common good of the organization. They are finding ways to work together whether hybrid or fully remote that works for that organization to achieve success. People leaders are finding ways to have meaningful performance discussions and compensation discussions. Some leaders are truly following authentic leadership and being present, having open, honest, transparent discussions, really listening, and showing empathy. Leaders are learning who their employees are as people not just co-workers. This, to me, is the best way to ensure both personal and professional growth and continuous learning.

Our collective mental health and wellbeing are now considered collateral as we consider the future of work. What innovative strategies do you see employers offering to help improve and optimize their employee’s mental health and wellbeing?

Improving mental health can be approached through many ways:

1. Digital mental health platforms: Use digital platforms and apps that offer mental health support and resources that include but not limited to providing access to therapy, meditation, stress management techniques, and self-help tools. These resources often use evidence-based practices and offer convenience and flexibility for individuals seeking mental health support.
2. Virtual reality (VR) therapy: VR therapy can be used to treat various mental health conditions, such as anxiety, phobias, and PTSD. It provides a controlled environment for exposure therapy and can be a powerful tool for relaxation and stress reduction.
3. Workplace mental health programs: Implement mental health programs in the workplace that focus on creating a supportive and inclusive environment. Offer training sessions on stress management, resilience, and mental health awareness to employees. Provide access to employee assistance programs (EAPs). Promote a positive mental health culture.
4. Nature and ecotherapy: The healing power of nature can improve mental well-being. Encourage individuals to spend time in natural surroundings, such as parks, gardens, or forests. Organize nature-based therapy sessions or ecotherapy programs that combine outdoor activities with mental health support.
5. Art and creative therapies: Explore the use of art, music, dance, and other creative therapies as alternative approaches to improving mental health. These therapies can help individuals express emotions, reduce stress, and promote self-discovery. Consider incorporating yoga, art-based activities, like painting or music workshops, into mental health programs.
6. Mindfulness and meditation apps: Recommend the use of mindfulness and meditation apps that guide individuals through relaxation exercises, breathing techniques, and mindfulness practices. These apps can be easily accessed on smartphones and can be used anytime, anywhere.
7. Peer support networks and online communities: Foster peer support networks and online communities where individuals with similar mental health experiences can connect and share their challenges and coping strategies. These networks can provide a sense of belonging, understanding, and support. Facilitate listening focus groups (no judgement or opinions) to allow employees to share feelings, provide feedback and offer support to fellow employees.

Innovative approaches can be helpful, but it’s important to ensure they are evidence-based and supported by professionals in the mental health field. Consulting with mental health experts and seeking their guidance can ensure the effectiveness and safety of these innovative methods.

It seems like there’s a new headline every day. ‘The Great Resignation’. ‘The Great Reconfiguration’. And now the ‘Great Reevaluation’. What are the most important messages leaders need to hear from these headlines? How do company cultures need to evolve?

The “Great Resignation” refers to increased employee turnover and resignations. Here are some messages that leaders need to be aware of:

1. Re-evaluation of work-life balance: The pandemic has prompted many employees to reassess their priorities and seek a better work-life balance. Leaders should be mindful of this and consider offering flexible work arrangements, remote work options, and support for employee well-being. This helps to attract, engage and retain top talent.
2. Importance of employee well-being: Leaders should actively promote mental health support, work-life balance, and a positive work environment. Providing resources and initiatives that address employee well-being can help foster a more engaged and satisfied workforce.
3. Desire for purpose and meaning: Many employees are seeking work that aligns with their values and provides a sense of purpose. Leaders can address this by communicating the organization’s mission and values, and by creating opportunities for employees to contribute to meaningful projects or initiatives. Demonstrating a commitment to social responsibility can also attract and retain employees.
4. Emphasis on growth and development: Employees value opportunities for growth and development. Leaders should invest in retraining and upskilling programs, provide clear career pathways, and offer mentorship and coaching opportunities. Demonstrating a commitment to employee growth can motivate and retain top talent.
5. Need for transparent and inclusive (Authentic) leadership: Leaders should foster open communication, actively listen to employee concerns, and create a culture of trust and psychological safety. Embracing diversity and inclusion in decision-making processes and providing equal opportunities for all employees will help to build a strong and engaged workforce.
6. Focus on work culture: Leaders should prioritize creating a supportive and inclusive environment where employees feel valued and appreciated. Regularly soliciting and acting on employee feedback, recognizing achievements, and promoting a healthy work-life balance can contribute to a positive work culture.

Leaders can adapt their strategies to attract, engage and retain talent in an evolving employment landscape. It is important for leaders to actively listen to employees, be responsive to their needs, and continuously improve the employee experience to stay competitive.

Let’s get more specific. What are your “Top 5 Trends To Track In the Future of Work?”

The future of work is always evolving. Five trends that are likely to shape the future of work are:

1. Remote and hybrid work: COVID-19 has accelerated the adoption of remote and hybrid work arrangements. Companies will continue to embrace flexible work options long term, allowing employees to work from home or choose a combination of office and remote work. This trend offers increased flexibility, work-life balance, and access to global talent.
2. Automation and artificial intelligence (AI): Automation and AI technologies will continue to transform the workplace and workforce. Routine tasks will increasingly become automated, allowing employees to focus on more complex and creative work. Workers will need to develop skills that complement automation, such as critical thinking, problem-solving, and creativity. Amazon and Spotify have automated their warehouse. Employees have had to rethink their careers and how to move forward.
3. Gig economy and flexible employment: The gig economy, characterized by short-term contracts and freelance work, is on the rise. Workers are seeking more flexibility and independence, while organizations enjoy the benefits of accessing diverse skill sets on-demand. This trend offers opportunities for individuals to pursue multiple projects and for organizations to tap into a global talent. Employees can work from anywhere in the world and be tapped into their employer half-way around the world.
4. Upskilling and reskilling: With technology advancing rapidly, upskilling and reskilling will be crucial to remain employable. Continuous learning and developing new skills will be necessary to adapt to changing job requirements. Organizations will need to invest in training programs and provide resources to help employees acquire new skills and stay relevant in the workforce.
5. Focus on employee well-being and mental health: The pandemic has highlighted the importance of prioritizing employee well-being and mental health. Companies will place greater emphasis on creating supportive work environments, offering mental health resources, and promoting work-life balance. Employee well-being initiatives will be essential to attract, engage and retain talent to maintain a productive workforce.

These trends will, likely, evolve and vary across industries and regions. They provide a glimpse into the potential changes that the future of work may bring. Embracing these trends and adapting to them will help employees and organizations thrive in an ever-changing work landscape.

I keep quotes on my desk and on scraps of paper to stay inspired. What’s your favorite “Life Lesson Quote”? And how has this quote shaped your perspective?

You don’t have to be great to start but you have to start to be great — Zig Ziglar.

Change is inevitable, growth is optional — John Maxwell.

I find these quotes inspirational, especially in today’s ever-changing world. I am all about change to be successful. I am all for starting something new even if it scares me. I have learned over the years that only you can help you meet your goals. You are the only person who can change how you think, the things you do and inspire you to take charge of your life. By taking the first step you can inspire others with what you are accomplishing.

We are very blessed that some of the biggest names in Business, VC funding, Sports, and Entertainment read this column. Is there a person in the world, or in the US, with whom you would love to have a private breakfast or lunch, and why? He, she, or they might just see this if we tag them.

There are so many great actors and business giants to choose from. The one great business giant that comes to mind is Joanna Griffith, CEO of Knix. She is young, has revolutionized the under-garment world for women and has made a Canadian success story that helps all women with their body image. It would be fascinating to learn the inspiration behind the success.

Joanna if you read this, I hope we can arrange a time to meet.

Our readers often like to continue the conversation with our featured interviewees. How can they best connect with you and stay current on what you’re discovering?

I am a coach, an advisor and a human resources executive working with leaders and employees who want to achieve success, growth and learning. I can be reached at abloom@osborne-group.com

Thank you for sharing your insights and predictions. We appreciate the gift of your time and wish you continued success and good health.

About The Interviewer: Karen Mangia is one of the most sought-after keynote speakers in the world, sharing her thought leadership with over 10,000 organizations during the course of her career. As Vice President of Customer and Market Insights at Salesforce, she helps individuals and organizations define, design and deliver the future. Discover her proven strategies to access your own success in her fourth book Success from Anywhere and by connecting with her on LinkedIn and Twitter.