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Tactics For Leadership In An Employee Centric World

Leaders in the business world are constantly adapting to changes in their industries. To stay ahead, they must be able to anticipate changes and be prepared for them. With the rise of the employee-centric, hybrid world, leaders must adapt their tactics to remain effective and many are finding the value in engaging with executive coaching services.

“A hybrid team is a flexible work structure where some employees work remotely, and other team members work from a central location or office. Hybrid team structures allow employees to decide whether they prefer an office environment or work from anywhere remotely” (Boyarsky, 2020) [1].

“The simple act of paying positive attention to people

Has a great deal to do with productivity”

                                                                                                            – Tom Peters

Today’s job market is more focused on getting skilled employees, and with the impact of Covid-19, some new workplace policies have become part of the package. Employee needs and schedules have become an important part of the new business culture.

The traditional top-down leadership model is no longer as effective in today’s business landscape. To be successful, leaders must learn to adapt their tactics to an employee-centric, hybrid world.

The New World

It is common knowledge that most people at work feel disengaged at work. Their focus is solely on the paycheck, not the growth and benefit of the company. Some even hate their work and their company.

This is where an employee-centric workplace comes into play. This culture permits creativity, ideas, innovation, and free communication. This change results in a strong, secure sense of identity at work, making the employees feel as if they have a stake and pride in the business.

To implement an employee-centric approach, leaders must assess their organization’s needs first. They should ask themselves what their employees need to be successful. Once they have identified the needs of their employees, they can begin to implement tactics that will address those needs. Here are a few tactics that can be used:

  1. Employee wellness should be a leader’s first concern. Work, more often than not, causes a lot of stress in a person. There are a variety of initiatives that a company can take to help in this regard. Check-in with your employees regularly, give them time off to recharge, and encourage employees to leave when their working hours are complete. Counseling is an amazing step toward the mental well-being of your employees.
  2. Keep your employees in the loop. Companies always tell their employees about the what and the how, but they never tell the why. Before implementing company-wide changes, consult your employees, so they feel like they are in the loop, and the feedback can help you get a much better result out of the policy.
  3. Loyalty is never bought; it is always earned. If you cannot connect individual contributions with the company’s goals, they will never feel like a part of the company, and it is very hard to be loyal to something you are not a part of. Recognizing effort can go a long way in reigniting your workers’ passion for their job.
  4. Understand your employee’s needs. Research suggests that job security is achieved when employees earn a living without compromising essentials, such as health, emotional well-being, family time, personal beliefs, and values. This is where you can provide your staff with workplace flexibility, work enjoyment, and career progression.
  5. Protect employee data. This is an extremely important responsibility of the leader of the company. You need to understand that an employee’s data is sensitive. Ensure that any tools that handle employee data are properly secured and adhere to privacy laws and regulations. If an employee’s data is not secure, so is their trust in you. This also includes surveys and private conversations because leaks like this will destroy the employees’ trust in the company.

“Ultimately, leaders will likely need to adapt their listening and communication skills. “Once we understood that [remote work] will not go away overnight, we decided that we will have to adjust our leadership styles,” the CEO of a global consumer goods company stated. “I feel that the discussions, both in teams and one on one, have been more in-depth and personal as would have been the case face to face. I am much closer to my team on a personal level now” (Heikkinen, 2021) [2].

While many feel the remote work was just to adapt to the conditions of Covid-19, the fact is that remote work is now becoming the norm. Switching to a hybrid workplace is the future. A hybrid workplace allows employees to work remotely and in person, depending on their needs and preferences.

“The greatest asset of a company is its people”

                                                                                                            – Jorge Paulo Lemann

There are several tactics that company leaders can use to manage a hybrid workplace effectively:

  1. First, it is important to communicate the company’s expectations and policies regarding remote work. Employees should know when and how they are expected to work remotely and any deadlines or guidelines that must be followed. Be transparent about your plans so your staff knows what to expect.
  2. Second, leaders should provide employees with the resources they need to be successful in a hybrid workplace. This may include access to technology, training on how to use new tools, and support from managers and colleagues. Hybrid teams won’t work without the right resources, technology, and support.
  3. Third, creating a culture of trust and respect in a hybrid workplace is important. Employees should feel comfortable communicating their needs and concerns, and leaders should be open to feedback. Finally, leaders should regularly review the performance of the hybrid workplace and make adjustments as necessary.
  4. An important thing to keep in mind regarding hybrid teams is flexibility. A flexible workplace could allow employees to set up the remote working day in the most effective way. Perhaps they have flexible working hours to allow for a longer time in the morning or evening to do activities important for their mental health.

“Whether people are working in food service or the corporate world, employee-focused leadership that empowers employees positively impacts the business. Successful leaders listen to employees and understand their needs” (Rollins, 2022) [3].

By implementing these tactics, company leaders can effectively manage an employee-centric, hybrid workplace and create a positive work environment for all employees. These tactics will help guide you to a path of great success.


One of the benefits of an employee-centric world is that it allows leaders to focus on their employees’ needs. The leader’s primary focus is profit in a traditional business model. However, in an employee-centric world, the leader focuses on the employees and their development. This shift in focus can lead to more engaged and productive employees.

When leaders adapt their tactics to an employee-centric, hybrid world, they can create a more engaged and productive workforce. You must consider implementing such tactics in your organization to stay ahead of the curve!

“Work is not a place. It’s what you accomplish together”

                                                                                                            – Jim Kalbach

“Remote work has also proved successful – 66% of surveyed companies found that adapting to remote work prevented layoffs during the pandemic. Another 2-year study of 800,000 employees found that productivity was stable or increased when employees were allowed to work remotely. Additionally, 54% of employees working exclusively from home said they would likely look for another job if their employer stopped offering remote-work options; 38% of hybrid workers said the same.” (Harper, 2022) [4].

Some additional benefits of an employee-centric world include improved communication and collaboration among employees and a greater sense of ownership and responsibility for work tasks. In an employee-centric world, everyone works together towards a common goal: the company’s success. This type of environment fosters a sense of camaraderie and teamwork that can benefit both the employees and the company as a whole, not to mention a cohesive team.

An unintentional benefit of such a culture is that it attracts the top talent in the industry. Everyone wants to feel valued, and they want to feel their work makes an impact.  Companies that offer less pay but encourage employee ideas, suggestions, and challenges can attract workers who are more likely to stay loyal to the business and put 100% into their work because they feel invested with the company.

“If you are not limited by a specific office location, you can

Look anywhere in the country or anywhere on the globe”

                                                                                                                        – Nicole McCabe

Hybrid work environments allow for greater flexibility and autonomy regarding employees’ work schedules. Worker autonomy encourages creative thinking and results in better solutions.

Perhaps the greatest benefit of a hybrid workplace is the reduced operating costs. If fewer employees are in the office, a smaller space will be required, thus saving you the rent of large office space. It also helps the employees by cutting down on commuting costs.

You are no longer limited by area by switching to a hybrid workplace. Your employees can now be from different parts of the globe, and with their different backgrounds comes a different perspective which can provide you with unique solutions and insights.


By following these tactics, company leaders can effectively manage a hybrid workplace and reap its many benefits. These tactics can help leaders create a more productive, engaged, and flexible workplace.

Employees now demand more from their workplace — whether it is more flexibility, increased job security, or a better work-life balance, employers must truly listen and cater to teams’ needs to create effective workplace policies (Globalization-Partners, 2022) [5].

As with all new endeavors, there are challenges to be overcome in a new type of work environment. However, this situation will become the new norm, and despite the challenges, these changes seem to yield a net positive by quite a large amount.

The greatest trap you must look out for in such an environment is inequality. Ensure that everyone is given the same options and that none of your employees feel left out.

A hybrid and employee-centric workplace is an attractive job opportunity that most people would be ecstatic to take. This will have the added benefit of decreasing employee absenteeism and turnover. Providing your employees with a comfortable job at a company that cares about their needs and understands the value of their contributions will be an amazing boost to the image of your company.

If you want to improve your organization’s performance, consider adapting your tactics to an employee-centric, hybrid world! You may be surprised at the positive impact it can have on your business.


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Coaching 4 Companies – Your premier executive coaching service


We are a young, vibrant, and diverse executive leadership coaching group, with the operation registered in 2019, however, the formation was a 45-year career lifetime in preparation. During that period our founder Wayne Brown observed and worked with leaders of all levels in organizations across industries and cultures globally.

Based on that exposure, our company has intentionally set out to support those practicing the art and science of leadership – or as often referred to, “Executive Talent.” These are people who acknowledge that they are not experts. They are open to opportunities for continued growth and carry the desire for learning what is needed to become a success in today’s complexity and uncertainty.

To this end, we have purposely structured our company and engaged with associates in strategic global locations, so that we are able to provide the full suite of transformational executive leadership coaching, facilitation, and education support required.



[1]: Katherine Boyarsky, 1st June 2020, What Is A Hybrid Team? Here’s Everything You Need To Know

[2]: Kalle Heikkinen, William Kerr, Mika Malin, and Panu Routila, 28th June 2021, 4 Imperatives for Managing in a Hybrid World

[3]: Heather Rollins, 12th April 2022, 4 Strategies To Become a More Employee-Centric Organization

[4]: Gillian Harper, 22nd June 2022, 3 Lessons For Leaders On How To Adapt For Hybrid Workplaces

[5]: Globalization Partners, 14th July 2022, 5 Key Practices to Lead in Today’s Employee-Centric Workplace

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