Uh-huh… Mmm hmmm… Ok, decent read that brings up some interesting points from the perspective of the employer. Employers need to monitor, but monitoring destroys morale. Do you propose a solution?
Invest in middle managers as connecting leaders between front-line employees and upper management and encourage them to work one-on-one with their direct reports to outline clear workflows and expectations.
How did they monitor people in the office? If they weren’t able to point to SMART metrics that show work getting done, wherever that work gets done, they’re bad managers. “Asses in chairs” is not a SMART metric. “Active on Teams” is also not a SMART metric.
Uh-huh… Mmm hmmm… Ok, decent read that brings up some interesting points from the perspective of the employer. Employers need to monitor, but monitoring destroys morale. Do you propose a solution?
FUUUUUU-
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How did they monitor people in the office? If they weren’t able to point to SMART metrics that show work getting done, wherever that work gets done, they’re bad managers. “Asses in chairs” is not a SMART metric. “Active on Teams” is also not a SMART metric.
So have middle managers do middle management stuff is the solution?
Inceedible!
Middle management can’t do its job? Hire more middle managers! Brilliant!