6 ways to plan for leadership success in a post-pandemic workforce

6 ways to plan for leadership success
in a post-pandemic workforce

In today’s job market, workers are increasingly looking for flexibility, autonomy, and independence in their work. Adapting to the lockdown and work from home structures has made us more aware of the fusion between our private life and our professional life.


So with this new attitude toward work-life how can you as an employer remain agile and prepare for a post-pandemic workforce?


Give workers a clear vision. Organisations must adopt the most suitable corporate culture to adapt to the current situation involving working from home and the lockdown. It implies an adapted, clear, and well-defined one. But according to McKinsey (July 2021), 68% of organisations do not yet have a clearly articulated vision or plan for the post-pandemic work model and physical return to work. A burden for employees and employers when it is known that uncertainty about the company’s vision can lead to employees experiencing burnout symptoms.


Strengthen your employee engagement. A sound and empowering corporate culture at work enables the company to retain talent and increase its capacity for innovation to generate business. Commitment is the source of employees’ motivation, ensuring professional investment. It is essential as it will directly and measurably increase company performance. An employee without responsibility will not feel valued by the company and will therefore lose motivation and performance.


A pledge of confidence. As working from home has its freedoms and constraints, it implies a working model based on mutual trust between employer and employee. To do so, the employer must empower their employees to strengthen their commitment. A survey that we conducted during the first lockdown highlighted that 93% of architects wanted to keep the possibility to work from home after this period. However, our salary guide report published in January 2021 shows that 52% of the participants had already returned to work full time at the office.


Employers must confront the challenge of trusting their employees.

Team collaboration. It is fundamental to always ensure that we share our ideas and opinions with our teams. Thus, participative management provides everyone with an opportunity to contribute their thoughts, strengthening team cohesion. At Highline, we consider this management style to be the best solution to remain dynamic and agile when faced with new challenges, promoting communication and cooperation.


Doing a trade-off analysis. By analysing how you operate, you identify what strengthens and weakens the company’s aspirations. Our client’s see commitment as important, especially for collaboration on architectural projects and their successful management. Working with our clients is not just to strengthen their teams but to give them all the market knowledge and human resources support they need to successfully attract and retain the best talent to complete their projects.


Empower your teams to promote innovation. Inclusion is essential to ensure collaboration in team projects, as strong social cohesion fosters team creativity and productive exchange of ideas.


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