A remote manager has these three qualities – says an expert
Created: 2022-08-09 2:45 p.m
By: Carina Blumenroth
Working from home has changed the working landscape - different performances are expected from managers.
An expert says what they are.
The corona pandemic has changed the world of work - everyone whose jobs allow it has been sent to the home office.
This brought about the spatial separation, managers had to come up with something to maintain contact with the team.
Even now, working from home is popular with employees; around half of all employees work at least partially from their home office, as a
Bitkom
study shows.
For many others, the remote approach is also exciting, as people sometimes work for their employer from other countries.
With remote work, managers have different requirements.
(Iconic image) © William Perugini/Imago
Remote work leaders: Compassionate accountability is what bosses need
Working from home or remotely also means that managers build a large distance to their employees.
But it can be easily overcome, as leadership expert Tom Gimbel explains to the
CNBC Make It
portal .
Gimbel is the managing director of a personnel service provider and regularly places employees with other managers.
In his experience, some executives want employees to return to their jobs because they think it will make leadership easier, like
business insiders do
informed.
But Gimbel doesn't see it that way, in his opinion managers only need the ability to "compassionate responsibility" - this is possible regardless of the place of work.
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Remote work leaders need three key points
"People want a leader who challenges, who drives them, but also one who shows compassion," Gimbel told
CNBC's Make It
portal .
In order to achieve this, you don't need as many other skills as with on-site team management.
It is important to note three key points:
Respect boundaries: In the home office, the working conditions are not always perfect, for example, the doorbell could ring or the internet could go down.
When this happens, leaders should respond with understanding and compassion.
According to Gimbel, one step is that the meeting times are agreed.
Plan personal one-to-one meetings: Managers should seek regular contact with employees.
The expectations on both sides should be discussed, but according to Gimbel the employees should also be held accountable.
This applies to the high-performing, but also to the under-performing.
Expressing Appreciation: People work best when they feel valued, which can be achieved by showing interest.
For example, you can address the urban working environment.
But you also have the option of sending letters or packages through the post, taking your working relationship to another, non-technical level.
The three key points show how home office and remote work can work if you increase your understanding of another person's situation.
Read here what you should consider for remote work and workation.