4. Trust your team
Where pre-corona there were still managers who did not let their team work from home because they could not see whether they were really working eight hours, now every manager is forced to trust his team and give them autonomy over how they do their work. A good development if you ask me!
As a manager, focus on the 'what' and less on the 'how', advises Marit. Check whether the goal and priorities are clear and give your employees freedom in how they tackle this. Manage output and be available for questions, but avoid getting in the way.
5. Encourage a healthy balance
Working from home and remotely is not the best solution for everyone. Marit advises to keep the number of meetings to a minimum (maximum four per day and 45 minutes each time) and to work asynchronously. Some benefit from working from nine to five, others prefer to start a bit later and still others prefer to work in two shifts.
Discuss working hours and availability as a team, so that everyone can achieve a work-life balance with time for relaxation, family and friends, sports and healthy eating. A happy and healthy team that functions in their own way ultimately delivers better quality output.
Since the press conference on October 13, things have changed a bit of course, but between the reopening of the office and that moment you may have gone to the office regularly. Marit states that working too much from the office is not a good idea if you want to move to a hybrid model of both working from home and in the office in the long term.
And have you been online 24/7 since you started working from home? Then you can give your team the feeling that you expect the same from them. Close your laptop and put it away in the evenings and on weekends. If you don't take a break and ensure a good work-life balance, your team won't feel free to do so either. Reflect on your role model italy telegram data function: what role model do you want to be? Are you that role model at the moment?
Katie Burke, Chief People Officer at Hubspot, says: dare to be vulnerable. Normalize the fact that you, as a manager, are sometimes down in the dumps. It’s okay to not be okay. If you share these moments, your team members will be more likely to say that they’re having an off day and aren’t available for a while.
7. Learning by doing
We have now been working from home for half a year, to a greater or lesser extent. Take some time to evaluate this period with your team. What is going well? What things are working? Where can you still improve? Reflect, adapt and move on. After all, only by standing still can you move forward – to throw in another cliché.
Lara Sweet agrees: be innovative and experiment. No one knows what the world will look like next year, in a month, or even at the end of the week. We are shaping the new normal together.
