The average employee will prefer to work from home almost half the time after the pandemic is over. Employees also demand flexible hours and remote work, and as a result, executives plan to reduce office space by 30%. The data surrounding the global shift to remote working is mounting and our post-pandemic professional landscape is starting to take shape.
Are you ready to lead a digital workforce?
The seismic change in the way we work requires a reassessment of how we manage, even for – or above all for – seasoned chefs. How do you compete for a highly qualified and decentralized workforce and mobilize them around a singular mission? How do you become a better people manager in the midst of drastic change in the workplace?
As a seasoned Marketing Director who has managed a global workforce, I have finally hit my rhythm as a remote-only manager, while navigating a global pandemic and enjoying the unprecedented growth of my business. What’s the secret sauce for managing today’s remote workforce? Strengthen your team by creating authentic transparency in the workplace, using numbers as the universal language and making sense of your team’s work.
The biggest secret of my management practices? It is possible to produce more success with less stress. Consider these three ways that I strengthened my team and in turn became a more agile manager.
Focus your team on meaningful work
A Harvard Business Review study found that knowledge workers are more fulfilled when they understand what organizations are trying to accomplish and how their work improves their workplace as a whole. In other words, meaning drives your digital workforce.
At first glance, communicating your organization’s overall mission, its purpose, seems like a fairly straightforward task. But I challenge you to ask each of your team members to define your organization’s mission. If you have 10 employees, I bet you get nine or 10 different answers.
Instead of expecting employees to find your organization’s mission and vision on PowerPoint presentations or on the website’s ‘about us’ page, use the proven Goals and Key Results (OKRs) methodology .
The next piece of the puzzle helps you increase visibility around Why your employees do what they do every day and create a culture of motivation through meaning. Collaborate with your employees to create individual OKRs that identify goals and achievement measures. These OKRs should detail exactly how each employee contributes to the success of the organization and become the driving force behind all an employee does.
I tell my employees to review their OKRs every morning to help them focus on what is important. It’s like a daily meditation for your business. So I didn’t worry when my marketing manager recently moved in and had a baby. Because we had worked together to define thoughtful OKRs, the goals and results of my team members were well defined. She knew where to focus her limited time. No distraction from the cacophony of demands. No anxiety about dropping your team. Just the peace of mind that she was concentrating on the right tasks.