WHEN TEAM MEMBERS TAKE INITIATIVE WITH A HELPFUL INNOVATION.
When I wrote about “DOES WHERE PEOPLE WORK AFFECT HOW BOSSES JUDGE THEM? ” it got responses from many points of view. Is there a way how leaders and team members can navigate situations in ways that lower stress and frustration?
There are so many different situations impacting work environments. There are no ‘one-size-solutions’ that can overcome all the situations in every organization. But, there can be ways of making work life better.
I think there are. For instance, Optevo is designed and developed, so it affects work in fluid ways, especially as technology and business become more complex. It helps provide a ‘bird’s eye view’.? It opens up ways that can simplify situations.?
Thinking about the response to my previous article, it was obvious there were many who offered great comments and perspectives. Most felt there was no perfect solution.
Most discussed whether being on-site, or remote, could be viable. Was being remote why bosses would ‘forget’ about employees?? Did remote employees miss out on high profile projects, and / or miss out on being considered for promotion??
Many leaders want team members in the office. They felt onsite employees were more available, and easier to communicate with face-to-face. They felt it made their management responsibilities easier, more practical and simple. Especially when the leader themselves was in the office full-time.
These leaders felt that communication, collaboration, and cohesiveness wasn’t as easy with remote employees.?
Although there are statistics which support the increased productivity of remote employees, these benefits can be overlooked.
Leaders may not be comfortable managing remote employees. Especially if they have no systems allowing greater flexibility, autonomy and support.
Optevo , overcomes many of these perceived negative issues by simplifying and improving how leaders and employees work together more efficiently. This technology establishes better communications, supports building relationships and facilitates collaboration. This creates a better work environment.
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Team members who prefer hybrid, or remote work, understand how beneficial this is, even if their leaders may not yet see this from the same perspective.?
If team members sit back and wish leaders would embrace the advantages, take control, and introduce a better way at work, they could be disappointed.
Leaders are often incredibly busy. They’re busy with strategies, plans and executions. They’re busy managing their teams. They’re busy reporting to their own leaders, and the C-Suite. They’re often so busy that they’re not always great at communicating.
A team member, especially one who is not working in the office, may feel isolated and excluded. They may feel ignored if their leader doesn’t communicate regularly, or effectively.?Their engagement fizzles.?Quiet quitting is the logical result.?
Not a good situation for either the leader, or the team member. If the leader doesn’t take specific action to remedy this, the results can be disastrous for the organization.?
Can a team member choose to be more proactive instead of disengaging?
This may not be easy for a team member, but there is a possibility if they are prepared to invest an innovative action.?
The team member can bring themselves, their job, their questions, their outcomes, their innovative ideas and suggestions to their leader’s attention on a regular basis.? If they do so, their visibility becomes higher, their value increases, and their leader’s attention is attracted. ?
Going a step further, the team member can support their leader, helping them above and beyond the basics of their job description. If they are prepared to invest energy, innovation and assistance on their leader’s behalf, they will create a higher profile with the leader who appreciates the team member’s increased value and skill. Adding to this, the team member can introduce Optevo which will bring people together, while accelerating work success. ?
A team member who has this growth mindset, and proactive approach, whether they’re in the office full-time, part-time, or remote, will create a an impressive new career advantage for a better future. ?
#WorkManagement #CareerAcceleration
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1 个月Useful tips
The Myth Slayer?? Transformational Coach for Attorneys ?? 2x TEDx Speaker ?? Ignite Rebirth, Inspiration, & Impact ?? I Want Your Future to Be EPIC!
2 个月Andre Williams I truly appreciate you writing this. While, as a manager or higher-level leader, I always strive to support and protect my staff, and reward good work, people seem to forget that leader/follower dynamics are a two-way street. It isn’t solely up to a manager to be empathetic. To maximize opportunity and move ahead, whatever your physical location, an employee with empathy — and action to back it up — will always do better than one solely focused on themselves or their tasks, without regard for the bigger picture. Understanding the boss’ needs and seeing making their job easier and more effective is an unspoken but important part of professional success anywhere.
Award-Winning Author, The Canary Code | Professor, Organizational Psychology & Business | Speaker | Culture | HR | Inclusion | Belonging | Wellbeing | ?? Moral Injury | Neurodiversity | Autism @ Work | Global Diversity |
2 个月I like the point about being proactive. Some managers really do not know. They can't expect us to read their minds; we can't expect them to read ours!
Chief Experience Officer at billquiseng.com. Award-winning Customer CARE Expert, Keynote Speaker, and Blogger
2 个月Andre, with GREAT respect, it doesn't matter where team members work. All that matters is if leaders, like you, focus, not on "on-site, hybrid, or remote work, strategies, plans, and executions", but prioritize and enhance the experiences of their team members. Whether on-site, hybrid, or remote, whatever position or title, leaders should CARE BIG for their people first*. When leaders consistently COMMUNICATE interactively with their people, APPRECIATE the presence and value of their people, and RESPOND promptly and empathetically to take appropriate corrective action, they will EMPOWER their people to develop themselves and engage others. When leaders CARE BIG, their people will feel respected, appreciated, and valued. Soon, everyone will be enriched. So, leaders should focus on and prioritize, not where, but HOW they communicate with their team members, In other words, "leaders first" should CARE BIG for their people first wherever their people are. When they do, "[a] team member ..., whether they’re in the office full-time, part-time, or remote, will create an impressive new career advantage for a better future". *CARE BIG for their people first. https://www.dhirubhai.net/pulse/care-big-your-people-bill-quiseng/
We develop leaders at all levels using The Leadership Academy platform | 5x Leadership Author | Executive Coach | Keynote Speaker ?? Daily posts on Leadership, Mindset, and Personal Growth
2 个月Every business and even team is different. McD's needs managers in each store - there is no hybrid or offsite work except for paperwork. A high-tech software firm needs coders. They can be anywhere with Zoom/Teams. You will reduce the number of qualified candidates if forced to work in the office, limiting the number of qualified candidates. If I were advising C-level executives, I would hire people to work from anywhere and train managers on achieving results through collaboration. I would also explain to new hires that we would like to have on-site meetings when possible. And it's up to them if they want to work in the office. It's old school to force people to come to the office, and it is a micromanaging dilemma (it makes the manager feel comfortable seeing people). The workplace does define how the manager manages because of the two opposites, for example: McD's<----------------------->Oracle The manager manages different aspects: 1. The kind of results, 2. The kinds of processes to achieve the results 3. The skills of each person to work the processes 4. The communications' b/t people