The pandemic swept upon us in mid-march leaving most organizations with no time to put in place, any level or degree of management architecture, function flow, matrixes, response mechanisms etc. The average organization was just happy to have employee’s available through some connection albeit be it a poor and jumpy network or low quality video and multiple others. Survival was the only goal in the form of visibility and availability.
Time as usual teaches all and this has been no exception.
While many organizations are already laying down the foundation to get workers back into the office, the reality is that many companies will continue to allow employees to work remotely, at least some of the time.
Already, we’re seeing companies like Google and Twitter announcing that employees will be able to work from home permanently if they choose to do so. The companies’ offices will remain open should workers choose to go into the office.
This type of new work model, naturally, will require a new set of leadership skills and expectations.
5 New Models of how to function in the New Normal have emerged globally as the best ways to manage your now hybrid team of working from home professionals, free lancers, some returning to office essential workers etc.
New Managing Models of Leadership
- Say Goodbye to The Clock – Flexibility is the Key
The Managers of tomorrow have to build the ability to understand that dynamics of workplace have changed when not working from the office. Typecast hours of working may not be uniform for everyone. Knowing the team’s dynamics and availability and allocating tasks accordingly and expecting and getting results as per their best productive hours is the key. Know your team’s soft sides and be with them.
- Stop Being a Micromanager – Build Trust
In the over eagerness to be digitally compliant, a manager can fall into the trap of becoming an overbearing monitoring boss constantly checking on the work being done by the team member remotely. This can be vastly counter-productive, let negativism creep in and lead to demotivation. Be aware of this and learn the most important aspect of Team Working – TRUST. Believe and let your team know that you trust them to do the work even better than when everyone was on the same floor or together.
- Look For Results – The Ultimate Tool of Success
Continuing from not being the micro manager – do not be a stickler for the clock and hours put in at work. Instead look at the quality of output at home, the results which a person is delivering individually. Remember, the support as well as distraction of a coffee chat, at the water cooler, in the corridor’s etc. (informal interaction, which could make or break a staff is no longer there). This can be of great use for some and some can go to pieces, identify team members in both sectors and work accordingly.
- Get Involved – Lead by Example
Continuing from above, understanding some aspects of human psychology and their dynamics plays a great role in bringing the best out of everyone and this is a huge boon in today’s digitally connected world. Get Involved and if you expect something out of your team member, show them you are upto it and be ahead of them when you are working together. Be present in calls as the first person. If you miss something, stand up for it, take ownership. Encourage transparency. Praise good work and acknowledge your team.
- Be The Friend – Become The Guide / Mentor / Colleague
Understand that just giving someone tools to work and being a leader is not enough. How strong is your team member emotionally to be able to work under the dynamics of home front, now bereft of the cocoon of the office environment. Understand their parameters, their situations and become the guide, mentor and colleague and walk them through these times. Define times where you are available for them regularly and be there at any time of crises or even happy times to share a laugh together. Become their Friend.