Remote and hybrid work is now a permanent fixture in the workplace: in an october 2023 gallup study of remote-capable employees in the u.S., 53% reported that in the long term they expect to work in hybrid mode, while 22% said they expect to be fully in-person and 25% exclusively remote. As a result, organizations need to help their managers meet the challenge of leading, coaching and developing their teams in this fundamentally changed environment. Gallup's chro roundtable survey shows that nine in ten hr leaders have provided formal or informal training to managers on how to lead remote and hybrid teams. But how do american managers perceive this training? Unfortunately, more than half (57%) of them reported not having received any formal or informal training on managing remote or hybrid teams. More than half of chros (hr directors) said their training programs are optional, and managers often find themselves overworked and too busy to participate in them.
This lack of effective training and support for managers is compounded by the finding that managers who lead hybrid teams are more likely to report experiencing burnout compared to their colleagues who lead fully remote or in-person teams. If Japan Email List organizations depend on their managers to face the challenges brought about by greater work flexibility, they need their own support structure to increase and maintain their own engagement and well-being. Achieve the right balance it’s not enough for your employees to be engaged and productive. They need to thrive in both work and life, and you should be responsive to their mental health needs , especially if your organization offers highly flexible remote and hybrid work policies. It is possible to achieve the right balance between engagement and mental health if your organization's decision is based on evidence and if you use strategies that help managers alleviate the effects of challenges that arise.
How leaders can communicate change to burnt out employees this article that talks about change management, communication as a key to the success of this management and the “chunking” method was written by denise mclain and originally published on the gallup website , represented by ynner in portuguese-speaking countries . Highlights communication from leadership is key to successful change management . The “chunking” method helps employees understand and support changes. Chunking helps create comfort and creates focus for stressed employees. Change management is a central leadership demand and increasingly vital. Whether leaders are repairing the damage caused by the pandemic or positioning themselves for new opportunities, many are implementing new strategies, work styles, products – some are even rewriting their missions. The success of your changes depends on your employees' ability to adapt. Worn-out and anxious people have limited capacity to absorb information about change, much less adapt to it or drive it within their team.
發表於 2024-5-16 11:20:08
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