The pandemic forced an overnight shift to remote work for many teams. Now, even as offices reopen, more employees than ever before want flexibility in when and where they work.
As managers, this disruption of the "normal 9-5 at the office" norm presents both challenges and opportunities.
While remote work makes it harder to observe activity and easy to slip into monitoring time rather than output, managers must shift our mindset to performance and outcomes over hours put in.
Here are 3 ways managers can evolve from time-keepers to trust-keepers that I feel:
1. Focus on results, not face time
Set clear objectives and success metrics. Hold people accountable for delivering quality work on time. Don't get hung up on work styles or schedules. Judge based on whether goals are met.
2. Proactively communicate
With hybrid teams, make expectations clear, give context, and overcommunicate. Don't let remote team members feel isolated. Empower people to speak up about obstacles.
3. Embrace flexibility as the norm
Support employees in figuring out rhythms that allow both high performance and work-life balance. Don't penalize flexibility. Judge fairly regardless of work patterns.
Making this mindset shift is hard but worthwhile. Employees given autonomy over their environment and schedule are happier, less stressed and more productive. They bring their best selves to work.
I understand old habits die hard. But it's our responsibility as leaders to adapt to the future of work.
Let go of time-obsessed tendencies. Build a culture of trust where people have the freedom to operate how they work best. Enable your team to thrive on their own terms.
The upside? More engaged, loyal employees and better collective results. The choice is ours: do we want to be time-keepers or trust-keepers? I for one am aiming for the latter.
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