Is Corona fostering a new and better leadership culture?
For many managers whose teams work from home, the past few weeks have been a challenging balancing act: On the one hand, ensuring the quality of work, and on the other, protecting employees, especially those with children, from being overworked. But the situation also offers opportunities for a new and better management culture.
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Managers who focus primarily on control and attendance have noticed that their management style has become outdated. Clear communication, transparency and employee participation have come to the fore. "This applies to the "regular" everyday working life and has now become even more important," says Dr. Marlen Cosmar, a psychologist and consultant at the Institute for Work and Health of the German Social Accident Insurance (IAG).
Feaders need an awareness of this new situation.
Just when for the Home Office If trust-based working time has been agreed upon, it is important to also rely on employees to do their work well. "Some managers who are not yet used to this can jump over their shadows here," emphasizes the psychologist. For employees with children in particular, it makes the situation much easier if the focus is not on each individual hour, but on the overall result. Dr. Cosmar: "Such trusting behavior on the part of the manager is rewarded with committed work on the part of the employees."
This also reduces the double burden in the home office. The situation poses a fundamentally increased health risk because the danger of being overworked is greater. In the worst case, there could even be burnout or even Depression threat. "Employees in a home office can also say no once in a while if it becomes too much. Especially for employees with children should Executives rely on their assessment," says Dr. Cosmar.
At present, managers are also faced with the task of making the transition from the home office back to the office as smooth as possible. Experience gained during the time spent in the home office can be put to good use. When employees work more independently in the home office, they have often learned to appreciate this. "Managers should consider whether this way of working can be maintained when employees return to the office. Facilitation instead of control, freedom instead of restrictions. Managers may have to change their behavior in the future and lead in a more goal-oriented way," says Dr. Marlen Cosmar.
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