Besides addressing declining morale and less-intense ambition,
tough management requires a continuous evaluation of whetherand how the best employees, managers, and executives are being
rewarded. The world of work has changed, and there are no signs
that it will ever go back to the way it was, say, a decade ago. Organizations are going to be dealing with a host of new management
issues in the coming months and years.
If businesses don’t take positive action, two primary issues can
cause a talent drain. First, business leaders are optimistic about
their business futures, with many planning to increase the number
of employees in the future. Second, employee morale has dropped
significantly from past levels, and many managers feel overworked
and undervalued. This changes loyalty, on the part of both employers and employees, as described earlier.
But another factor in morale is the sheer workload that many
have had to assume during the corporate belt-tightening of the past
few years. With the disappearance of the forty-hour workweek and
the shrinking of personal time, managers find themselves working
at home and on nights and weekends.
The issue of working remotely is different from the issue of
working more. The majority of businesspeople say that working
remotely has made their lives better, but it does not address the
burden of workload. It is that extra workload that upsets many.
While many companies either downsized or kept workforces
steady, the amount of work increased. Many of the best in an
organization’s talent pool were called upon to take on the extra
load