Do you trust your people? If you don’t, then you have much bigger things to worry about than where they work
Ever since pandemic restrictions were lifted, the push to get people back into the office or some form of centralised location have grown louder. Photograph: iStock
Ever since pandemic restrictions were lifted, the push to get people back into the office or some form of centralised location have grown louder. Business leaders have called it a threat to the economy and other such terrifying things.reportedly described remote working as “nonsense”, while JP Morgan chief executive Jamie Dimon ordered staff back to the office, warning younger employees: “You can’t learn working from your basement.
When a manager shows trust in staff, they tend to get liked more. It’s not about being the cool boss, it’s about being the boss whose staff want to get stuff done for them. The quickest way to turn staff from liking to despising a manager is telling them to change their working circumstances. The room to embrace a far more creative aspect to their roles is present. It’s easy to fear change. After all, what becomes of your role when change happens? If you’re smart, it gets better and more vital to operations.
Think of Carlo Ancelotti at Real Madrid or Milan, with whom he won a combined five Champions League trophies. Or perhaps you’re more of a Jurgen Klopp fan. Either way, and with countless other examples, these highly successful managers succeeded because they realised their job was to enable those working for them to be the best versions of themselves and finding a way to make that gel.
The labour market decides what it wants. Right now, a large pool of talent is seeking hybrid or remote options. Companies that lead with such an option immediately expand their opportunities.
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