3. Is your Performance Management System working?
Homeworking and hybrid working certainly make it harder to observe employee performance. Instead of time spent in the office, organisations must consider whether their existing performance management systems and processes have been fit for purpose over the last 12 months? They should be asking whether they have had real visibility of outcomes aligned to objectives, and whether they have been able to identify and reward recognition? If not, now is the time for organisations to consider an alternative provider.
4. How can you support managers with Hybrid/Remote working?
This time last year, concerns were held for managing teams remotely and the mechanics behind effective homeworking. One year on and the reverse is being seen, with uncertainties around effective management styles and productivity levels in a hybrid workplace. As such, employers should develop communication plans to share detailed expectations and offer training to support managers in building an effective and cohesive team in a hybrid workplace.
By doing so, managers can help to ‘form a powerful guiding coalition’, one of the key elements in Kotter’s 8 step change model for implementing change successfully. By providing managers with the support and confidence they need to manage their teams in a hybrid workplace, this will allow them to champion hybrid working and help build confidence amongst their teams, and allow for a smooth transition from homeworking to hybrid.
If you are interested in finding out how our training programmes can support your managers in dealing with change and managing teams in a remote/hybrid workplace, find out more below.
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