2023’s Top 5 Critical Issues for Organisations

Enjoy 10% Off

Peeplcoach is proud to be a Principal Sponsor of the AITD in 2023 and would like to offer a 10% discount for AITD members for any programs confirmed by 31^st of March 2023.

How can we focus on what's important?

Every week at Peeplcoach we facilitate hundreds of 1:1 and group coaching sessions, and while some of our coachees have returned to work with vigour and energy, there are many who are feeling that they not only limped to the end of last year but have continued limping into the beginning of the new year. This shouldn’t surprise us at all, after all in 2020 and 2021 organisations were battling the complexities and challenges of Covid. In 2022 we were tackling the intricacies of how to rebuild our teams and cultures in a ‘post-Covid’ world. And now in 2023 we begin the year with a new set of challenges – significant inflation, rising interest rates, a continuing war for talent, a lack of resources and the ongoing threat of a recession and the consequent market and economic downturn. Trying to focus on what is important, not just on what is urgent and necessary, can be challenging in this environment. So what are the critical factors that, as leaders as well as human resources and people professionals, you should really be focusing on in 2023?

What is genuinely important?

What are the critical factors that, as leaders as well as human resources and people professionals, you should really be focusing on in 2023?

1. Your leaders

With so much chaos, uncertainty and lack of control in the world right now, employees are looking for the reassurance and strength that inspiring leaders provide. Mediocre leadership is no longer enough to keep organisations moving forward; great leaders are needed to instill confidence in your workforce.

Question:

How would you rate the leadership in your organisation on a scale of 1 (terrible) to 10 (inspiring)?

2. Team culture & connection

One of the most important themes for 2023 concerns bringing people and teams back into the office in a meaningful and productive way, while not losing the benefits and flexibility that we’ve all come to enjoy while working from home.

The key to effective change that is embraced by your team is clear communication, consultation and consistency. As they say, ‘One in, all in’!

Question:

What is your change management and communication process to facilitate back-to-office working? How effective has this been? If getting back to the office is not on the agenda, how are you rebuilding your teams and culture?

3. Financial & economic uncertainty

Many employees are feeling the impact of rising prices without commensurate salary increases and many are also concerned about business performance, restructuring and ongoing internal change that will affect them both personally and professionally.

Without investment in key personnel and acknowledgement of the contributions they make, your organisation could be at risk of losing talent to organisations that are clearly offering stability and transparency around how to plan for current challenges.

Question:

How are you communicating with your team about the current uncertainties? How are you recognising and retaining your team members in ways that are meaningful to individual employees and cost-effective for the organisation?

4. Talent attraction & retention

Resourcing continues to be a challenge for many organisations, and the impact on current employees is significant. This is a critical issue, with middle managers and female leaders continuing to lead both the quiet and loud resignation waves.

Having a clear talent funnel into your organisation and getting creative in terms of how and where you search for employees is going to be necessary to find top talent. And once you have them, you need a clear plan and program for retaining them.

Question:

What actions is your organisation taking to attract talent, improve talent retention and productivity, and become an employer of choice?

5. Workplace mental health & psychological safety

Group master classes and sharing tips on mindset, mung beans and positive thinking have had their day. Employees are seeking individual support and really questioning what is in it for them personally.

This need for psychological safety is putting significant pressure on leaders, especially emerging and developing leaders, who may not have the skills, training, experience or mentors to help them create high-performing teams or safe spaces.

Question:

How effective are your leaders in creating a safe space? What skills are they missing?

Cookie-cutter Solutions Do Not Work

Our approach at Peeplcoach is focused on changing culture, driving performance and lifting leadership capability, on scale, one coaching conversation at a time.

With our 12-month programs starting from ONLY $99 per month, we are the only scalable and accessibly priced development solution that combines modulised and structured training and 1:1 and group coaching suitable for employees at all stages throughout their career.

With programs specifically created for emerging and developing leaders, Peeplcoach provides on-demand one-on-one coaching with experienced coaches through information, content and learning.

Our Approach

Our approach at Peeplcoach is focused on changing culture, driving performance and lifting leadership capability, on scale, one coaching conversation at a time.

Specific to Leaders

With programs specifically created for emerging and developing leaders, Peeplcoach provides on-demand one-on-one coaching with experienced coaches through information, content and learning.

Only $99 per month

The only scalable and accessibly priced development solution that combines modulised and structured training and 1:1 and group coaching suitable for employees at all stages throughout their career.