![]() Unfortunately, managers receive absolutely no training in managing hybrid teams. Managers can thus quickly address any potential misalignments. ![]() Likewise, such check-ins enable managers to assess whether the tasks of each employee are aligned with what other team members are doing. Doing so helps managers address anxiety and provides confidence about task progress. Managers can quickly gain a sense of where each employee is on their various tasks by coming over and chatting briefly. Managers know well how to co-ordinate their teams in the office in a natural and intuitive way through management by walking around. The problems mainly stem from poor co-ordination, not procrastination.Īnd who is responsible for managing co-ordination? In the end, it’s the manager who needs to set up a co-ordination system that works for their needs. Usually, it’s not the employee who’s at fault. Yet the story is more complex than it seems. Research by Microsoft, which surveyed 20,000 people and analyzed trillions of Microsoft 365 productivity signals, finds that 85 per cent of leaders believe the shift to hybrid work has made it challenging to have confidence that employees are being productive.Īs a result, with companies continuing to make job cuts and employers gaining greater leverage, managers want to force employees back to the office to reduce procrastination. ![]() ![]() Managers often complain about hybrid employee procrastination resulting in missing deadlines and task delays, when compared to their in-office colleagues. ![]()
0 Comments
Leave a Reply. |