3 ways to become a better manager in the work-from-home era
The average employee will prefer to work from home nearly half the time after the pandemic is over. Employees are also demanding flexible schedules and remote work, and as a result, executives are planning to reduce office space by 30%. The data surrounding the global shift to remote work is piling up and our post-pandemic professional landscape is starting to take shape.
Are you ready to lead a digital workforce?
The seismic shift in how we work requires a reassessment of how we manage, even for — or especially for — seasoned leaders. How do you wrangle a highly educated, decentralized workforce and rally them around a singular mission? How do you become a better people manager amid a workplace sea change?
As a seasoned CMO who has managed global workforces, I’ve finally hit my stride as a remote-only manager, all while navigating a global pandemic and riding my company’s unprecedented growth. What’s the secret sauce to managing today’s remote workforce? Strengthen your team by creating authentic workplace transparency, using numbers as a universal language and providing meaning behind your team’s work.
The biggest secret behind my management practices? It’s possible to produce more success with less stress. Consider these three ways I’ve strengthened my team and, in turn, become a more nimble 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 achieve and how their work lifts up their workplaces as a whole. In other words, meaning motivates your digital workforce.
On the surface, communicating your organization’s overarching mission, its reason for being, seems like a simple enough task. But I challenge you to ask each one 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 decks or on the website’s “about us” page, use the proven objectives and key results (OKRs) methodology.
The next piece of the puzzle helps you raise the visibility around why your employees are doing what they’re doing every day and creates a culture of motivation through meaning. Collaborate with your employees to create individual OKRs that identify goals and metrics for achievement. These OKRs should detail exactly how each employee contributes to the organization’s success and become the impetus behind everything an employee does.
I tell my workforce to review their OKRs every morning to help them focus on what’s important. It is like daily meditation for your business. So I didn’t worry when my director of marketing recently moved and had a baby. Because we had worked together to set thoughtful OKRs, my team member’s objectives and results were well defined. She knew where to focus her limited time. No distractions from the cacophony of requests. No anxiety over letting down her team. Just peace of mind that she was focusing on the right tasks.
Jeremy Epstein Contributor Jeremy Epstein is the chief marketing officer at Gtmhub, the world’s leading SaaS provider enabling the OKR (objectives and key results) goal-setting methodology. The average employee will prefer to work from home nearly half the time after the pandemic is over. Employees are also demanding flexible schedules…
