Timur Makhmutov, Managing Director, Hays Romania: The ability to implement and orchestrate changes in approach, behaviour and processes is essential

Business as usual or the resetting of the entire business structure? Making the best of the lessons learned in 2020 and turning it into the business growth’s drivers in 2021? Envisioning a company structure built for people? Enablement of wellbeing, safety initiatives and   multi-leveled and hierarchy-flexible communication conduct?

Timur Makhmutov, the Managing Director of Hays Romania answered to the Outsourcing Today’s interview and addressed the plans, the core values and the actual enablers for business growth that mark the beginning of 2021.

Leadership skills needed in the current changing work environment 

Firstly, being able to inspire and motivate others. It is clear that in the current climate organisations and their employees are having to overcome and incorporate huge changes into both their personal and professional lives, and as a leader the ability to illuminate the way forward for your team and show them the light at the end of the tunnel is imperative.

Being able to adopt change is also essential. If you can react to new developments not only quickly, but faster than your competitors, then it is not only possible to survive, but also gain market share from those who may not have been as quick to adapt. The ability to implement and orchestrate changes in approach, behaviour and processes within your team, therefore, is essential. Like many other industries, recruitment initially took a knock during the initial onset of the pandemic, but by reacting quickly we proved that at Hays we can still drive our business forward and create momentum for high-speed growth once the market fully recovers.

Last, but not least of the trio for me is empathy. If you are genuine and considerate in applying this essential skill when managing your team, you’ll not only be more in-tune with their feelings and concerns, but be in a position to guide and support them. I’m certain that every business leader has examples of their own regarding the way a challenge or crisis can motivate people to want to develop this quality further and improve their connections with their team members.

We’re living against a backdrop that’s subject to continuous change, and no one can predict what lies ahead

 I’m inclined to wonder ‘What are my hopes for 2021?’

I wouldn’t necessarily want to pin my hopes just on the vaccine suddenly (or even eventually) turning the world back into a pre-2020 state of ‘normal’, but rather expect 2021 to bring challenges of a different nature.

So rather than relying on the sea becoming calm and smooth, I’d suggest rather to focus on building a more resilient boat with your team to navigate it. Whatever the future brings, surely you and your business will benefit from a vessel that’s sustainable and able to cope in adverse conditions. From my perspective those who used this time of crisis wisely, were those who spent it building long-term, sustainable working solutions. In a nutshell, this is the vision we share with our Hays team, our customers and our candidates. I think all of us have heard numerous times that a crisis is an opportunity, but until you clearly understand what the opportunity is and how to capitalise on it, it’ll remain a mantra and nothing else. Struggles allow us to exercise our brains and teach us a lesson – easy wins don’t. So I personally have gained much good experience on myself and my teams’ ongoing journeys (both in Russia & Romania), and anticipate much success to come.