What’s Keeping Business Leaders Up at Night in 2022?

Do business leaders also feel the pressure? What makes them ponder a lot at night? Let us try to find out answers to these questions in this blog.

What's Keeping Business Leaders Up at Night
What's Keeping Business Leaders Up at Night

Many of us idolize Mark Zuckerberg and Elon Musk and the fast growth of the Inc. 500 companies. Still, many of those entrepreneurs struggled through near-debilitating anxiety and despair before they made it big. Every CEO and company leader recognizes the critical nature of making well-informed business choices and the ramifications of lousy guidance, expertise, and insight. There are many competing priorities and short deadlines for running a business. Even small decisions can have expansive effects.

Typically, CEOs make sound judgments after weighing the advantages and disadvantages, rewards and risks, and the chance of success against failure. A business leader’s effectiveness, which includes their decision-making speed, the ability to forecast the future, the ability to connect with people, and their ability to stay aware across several domestic and foreign platforms and markets, can significantly impact how well they accomplish.

Not everyone who wanders in the dark returns. More business leaders are opening up about their challenges to tackle the stigma around melancholy and anxiety. As the corporate environment evolved, so did the methods by which CEOs needed to lead their firms. Traditional hierarchical management approaches that may have ensured success in the past may no longer function today, which is a primary reason for business executives to keep pondering at night.

Here are the five reasons why leaders are burning the midnight oil:

  1. Lack of Employee engagement
  2. Losing key skilled people and trust issues
  3. Building a community
  4. Diversity and social pressure
  5. Facing big changes 

Lack of Employee engagement

Despite the abundance of monitors, software, communication devices, and other arrays of technologies in the office, the genuine performers are your employees. Innovative leaders understand that they cannot do everything alone, and a significant emphasis is placed on identifying and retaining high-performing people. 

Human beings, with their complicated emotions, are always a risk. That is why hiring clever, optimistic, motivated people who share your vision for your company and keeping them engaged and satisfied is a vital component of your firm’s success. Employees who are engaged are happier and more productive than those who are not; many businesses make this a top priority.

According to a Gallup poll, only 32% of engaged US workers are enthusiastic about their jobs. It is even worse globally, as only 13% of workers are involved worldwide. Engaged and active workers are essential for a successful business. However, this is not always the case in some organizations. You may have a problem with employee engagement if your workers seem sluggish while on the job. The more involved your employees are throughout their working hours, the more productive they will be at work. However, employers should identify the problem to address the fundamental reason for poor engagement.

Identifying the drivers of employee engagement, establishing an unobstructed vision of the future, measuring outcomes instead of input, being proactive about engagement, tailoring communication styles to employees, providing ongoing opportunities, and respecting them are the keys to employee engagement. Business leaders find these components useful, so following them will help business executives slumber.

Losing key skilled people and trust issues

  • A single employee’s departure might significantly impact small firms in smaller workforces.
  • It is hard to resist the allure of a substantial raise provided by a massive company when you are an outstanding performer. Small firms cannot compete on salaries with giant corporations. Hence, business leaders worry about losing their top employees to larger firms.
  • When an employee quits, it is a sign that their training efforts are not paying off. In the case of a small business, this could be a significant setback.
  • In addition, there is the possibility of not finding a suitable individual for the position. Skill shortages represent an essential issue for smaller businesses that rely on a limited team to accomplish the work.
  • Providing an exceptional onboarding experience, making employees feel like a part of the organization, providing avenues for professional development, and offering incentives are the various platforms where business executives can retain their vital skilled employees.
  • Since the pandemic outbreak, trust in the workplace has become one of the most prominent talks.
  • According to Edelman’s research, trust declines from the top to the bottom of the rankings. Among the leaders, 68% of executives trust their companies, but only 50% of management teams and 43% of other employees trust their organizations.
  •  Employees trust their co-workers more than the CEOs and other top business leaders. So as the position rises, it becomes more critical for employers to establish trust with the people they manage.

Building a community

Building a sense of community inside a business provides workers with a feeling of belonging and connectivity at work. Employees like socializing and team-building activities that build trust and relationships and make them feel like they belong to a group.

Building a workplace community also helps workers cope with mental health issues.

Workplace stresses combined with personal concerns may overwhelm an individual. This problem affects workplace productivity, employee commitment, interpersonal relationships with co-workers, physical capabilities, and everyday activities. Thus, adopting a “community over competition” mindset in the corporate culture is beneficial.

Community development helps people find purpose in their work and lifestyles. Work becomes more rewarding when employees feel part of a team with devoted colleagues and management. Hence, most business leaders and CEOs find it hard to build a community among their employees, which prevents the organization’s vitality.

Key points to build a sense of community:

  • Leaders may empower workers to create new groups based on common interests. Intuit Inc. created employee Resource Groups (ERGs) to help workers share their interests and thoughts.
  • Investing time and money in community-led events, the involvement rises when workers work together for a common goal.
  • Using social media like Facebook to connect, communicate, and collaborate with remote employees.
  • Support all community networks to participate in regular business activities.

Diversity and social pressure

Diversity is a way of doing business that combines ethical management with excellent performance. Organizational Diversity today covers ethnic, gender, and religious distinctions, according to the Society for Human Resource Management (SHRM). It also includes thinking methods, personality types, physical and cognitive talents, and sexual orientation, impacting how individuals view the world. Finding the proper mix of people to work in teams and establishing circumstances where they may flourish are critical business objectives for today’s CEOs.

During a crisis, it is critical to accept reality and face your limits, no matter how tough they may be. It is better to address an issue step-by-step, even if it seems overwhelming.

In a crisis, it is critical to take a deep breath and stay calm, particularly when the stakes mount or the underlying circumstances deteriorate. Handling pressure among peer groups and social pressure is a challenging task for a CEO which causes sleepless nights.

Facing substantial changes

It is common for some CEOs and business leaders to experience discomfort and anguish when a company changes. Changing may be scary for business leaders since they don’t know whether they will be able to handle it at the same level as they have in the past. It is impossible to convince them that change is needed for them. Every adjustment has some level of risk. People who fear change need to be shown that the advantages exceed the dangers to overcome their apprehensions.21

Closing Thoughts

Leaders may overcome their fear and midnight pondering by making the right choices by including their team, planning for the worst, maintaining a positive approach, accepting that failure and mistakes are not permanent or a reflection of their value or skill, and increasing their resilience to bad outcomes. In addition, they bring pleasure and thankfulness to work. Following all these, a CEO can have a harmonious sleep.

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