, said healthy employee-leadership relations will help address productivity paranoia and ease tensions.
“This helps decision makers understand if expectations are clear across the organization; how people are enjoying face-to-face time versus remote work; the results of programs; and more,” he said.” Our feedback loops consistently show that there is no one-size-fits-all solution to promote productivity – our remote work policies must account for individuals’ diverse needs.”
“Trust your people and give them clear prioritized goals without necessarily leaning into this micromanagement,” Smith said. “If you feel like this is a concern in your organization, I encourage your leadership to name the concern, and say, ‘We are hearing this feedback, here is some research about micromanagement, and we want you to know that we trust you. Here are the things we are doing to make sure that you understand what is most important and that you are making progress on it.
Ensure your employees have the resources they need to do their jobs effectively. This includes things like having the right tools, enough workspace and access to information.
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