Has the climate of remote working changed the level of trust in your teams?
If they’re no longer in the same physical space, do managers have a higher level of anxiety over deadlines or a perceived lack of control?
Over-monitoring can lead to employees feeling like someone is looking over their shoulder even if they’re working from home.
What effect does this have?
- Employees feel pressure from overbearing demands and monitoring.
- It may lead them to question their ability, morals and time management.
- Eventually, it can cause physical and mental exhaustion.
Equally, managers may feel squeezed between stakeholders like higher management and customers, and the needs of workers who may just want to get on with the job.
How we can restore balance:
- Acknowledge that we’re working within a new paradigm which needs new skills. How well are HR equipped to develop these?
- Give them the tools they need to set clear expectations in a way that’s realistic but not burdensome in order to build trust.
- Equip them with the communication skills they need to give effective feedback and ongoing support.
- Put systems in place that aid autonomy while making sure everyone is in the loop and keeping up.
Counter the negative impact of doubt, wariness and suspicion that may bubble up, with strategies that build trust. What positive steps will you take to instil a sense of faith and confidence in your teams?