Employers can’t promise “an absence of change or risks” in today’s working environment – but they must provide “stable handholds” for their employees in showing them that they care, that their employees belong and that there is “a plan” for the future, leaders from research and insights organisation Gartner have urged.

Years of uncertainty stemming from the global pandemic, changes to working practices and the rise in AI, amongst other factors, have created an environment in which employee engagement is lacking, skills shortages abound and disorientation is rife.

‘Everyday Bold’ – bringing stability to the workplace while forging an organisation’s future ahead – is a theme tapped by Gartner to encapsulate their recommended approach to marrying the various needs in today’s world of work. While acknowledging challenges and risks, providing psychological safety for employees must be at the foundation of growth and development, Gartner experts said, setting the scene for their two-day conference.

Speaking on Monday [11 September 2023] in London, Brent Cassell, vice president – advisory, and Anna Krasniewska, group vice president, said that the pop icons the Beatles were “the epitome of ‘Everyday Bold’” in creating ‘Yellow Submarine’ by doing the ‘everyday’ – what they were known for, making music and films – but doing something unlike anything they had done before through a bombastic, childlike song on which the lead was sung by their drummer (Ringo Starr). 

Further, Cassell said, “‘bold’ is not just moments; ‘bold’ is a practice”.

The keys to this approach are building stability, initiating trust, and having to forge ahead. “Stability is integral to ‘Everyday Bold’,” they said. 

However, organisations are not currently winning this war, Cassell said. “We’re currently experiencing a trust crisis in our organisations…How do you run a business like that?”

As an example, they said, “only one-third believe their pay is fair. Tough issue. Trust is hard for everybody. Who blinks first?”

At the same time, letting go by trusting employees is crucial to stimulating innovation in organisations. “To forge ahead, you have to let go,” they warned. 

Also important is to acknowledge when past practices must be put aside and perhaps abandoned by “letting go with intention, with purpose”, Cassell said. He gave the example of Ben and Jerry’s ice cream company, which has an ice cream flavour ‘graveyard’. Flavours that are no longer delivering for the company are “put to rest” in the graveyard and commemorated with staff to “acknowledge the loss”. “People whose organisations ‘let go’ are 10 times more likely to say their company is innovative,” Cassell said.

Another example is insurance company Quartz regularly has ‘Kill a stupid rule’ practices within its organisation to ensure their requirements meet needs, do not waste time or effectiveness and are efficient. “So they can say their rules make sense,” Cassell said.

The Gartner Reimagine HR conference continues today [12 September 2023] at the O2 Intercontinental.

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