Ep. 228: Nykema Jackson - Leading Through Change: Engagement in the Hybrid Work Era

Join us in this episode of Count Me In as we welcome our esteemed guest, Nykema Jackson, Head of Reporting, Policy and Technical Accounting at Airbnb. As we navigate the tides of remote work, hybrid models, and the aftershocks of the 'Great Resignation,' Nykema shares her insights into the art of staff development and leadership in these changing times. Discover how organizations can keep their staff engaged, foster open and trusting relationships, and leverage technology for connectivity and team building. Nykema also delves into the importance of empathy, clear vision, and timely feedback in creating a culture that inspires employees to stay and grow. Tune in to decode the leadership formula for the new world of work.
 
Connect with Nykema: https://www.linkedin.com/in/nykemajackson/

Full Episode Transcript:
Adam:            Hello and welcome to Count Me In. The podcast that brings you the latest insights and practical advice on leadership, accounting, management, finance, and business. I'm your host Adam Larson, and today we are delighted to have Nykema Jackson with us. With a rich background in consulting and a significant leadership role in corporate America. She's here to share her views on the pressing issue of our time; staff development and leadership in the era of remote and hybrid work models. 

As we explore the new paradigms that have emerged in the wake of the Great Resignation, let's dive into the conversation to learn how we can foster engagement, trust, and growth in these transformative times. Please join me in welcoming Nykema to the show.

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Adam:            So, Nykema, thank you so much for coming on the podcast today. We're really excited to have you on, and today we're going to be talking about staff development and leadership. Which is a big topic today because in the last three years we've seen a lot of changes. With the change to working from home. And, then, now, as things have gone back, going back to hybrid. And we've had terms like The Great Resignation and quiet quitting being thrown at everybody. 

And, so, as we're talking about that, can we maybe discuss, from your perspective, how do you see an organization can keep their staff engaged and continue to develop them in the midst of all this?

Nykema:        Sure, and thanks so much for having me. One thing that I've seen in my career, and I've come from a consulting background and, currently, I'm in corporate America working for a company. I've seen that individuals need leadership that knows and is very intimately versed in the mission of the company. That is invested in their employees. And investments from a learning and development perspective, as well as investing in them as a person. 

And, so, COVID has brought around this environment where we've merged lives. We had our work cells before we had our personal cells, and now those things have come together. I find that it's critically important to recognize and acknowledge that in people, and to support them down both avenues. And when someone feels invested in and developed, and they know the mission that they're marching towards. I feel that turnover is less and you can get around the big resignation.

Adam:            So I completely agree. As you continue to engage people, they will stay where they are. But, then, there's also the quiet ones who aren't really as engaged with what's happening. You can develop, and you can pour yourself into the people who are engaged and want to be there. But how do you grab those folks who are not quite there and want to be there?

Nykema:        So one of the things I do, personally, are one-on-one check-ins with my directs, and sometimes I do skip levels. You'd be amazed that for those quieter ones, how much they open up in a one-on-one environment. I think people need to know from leadership, and I feel like sometimes we get lost in our own trajectory and progression. We don't realize that as we rise in the ranks, there is a level of intimidation for people. So you need to make it an open-door policy, and you need to make people feel comfortable to come to you. And one way to do that is to develop relationships. 

But it takes a concerted effort on the leader to make time for that. Because it's not that time is on our side in a lot of situations, and COVID has created an additional barrier around that. Where people can't just pop in your office, they can't just see you in the hallway. They can't just strike up a conversation around the coffee machine. 

They have to be deliberate and intentional on making those relationships and fostering that along the way. And the only way to do that is to schedule the time. So that it can start to become organic. Where they feel more comfortable with their relationship, with leadership, and they'll come to you naturally.

Adam:            Yes, it's almost like you need to create some open-door Zoom call or open-door office hours on Teams, where people can just pop in at any time. Where they're able to do that, and the technology is out there. And how has technology helped you in the midst of the COVID era and able to reach out to people?

Nykema:        So, for me, COVID has opened up a whole universe of additional time, for me, it's saved me a commute. So I've been able to use technology, in a way, to connect with people, and I make it less transactional. So some folks get a little intimidated by being on screen. 

And, so, one thing that I've done is I don't multitask while I'm on calls. I silence my email so that I can really focus on individuals. And with the use of technology, we're able to do teaming events virtually. Sometimes we'll do happy hours, where we'll send a bottle of wine to individuals. I haven't done that on my current team, so don't tell them. 

But in the past, I've sent bottles of wine, or if there's something that they like around coffee, or something, gourmet, I would send that, and then we would have a virtual outing. And it gives people the flexibility to still be there for their families, and their children, and whatever extracurricular activities that they have. But we can, literally, pick any time of the day to do this now. Versus sequestering it to the end of the day.

Adam:            Yes, our team did a virtual wine and painting. Where they sent the wine and the painting thing, and then the person did it through Zoom and show us. And we'd all sit there painting, and drinking our wine, and it was actually quite fun. More fun than I realized it would be, doing it virtually. I never thought it could be like that.

Nykema:        Absolutely.

Adam:            Do you have any other examples of how you've been able to develop your team, in the midst of the COVID era. Even before the COVID era, where it was difficult for the team members to connect.

Nykema:        So one th...