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A Worried Manager Tutorial

In 'A Worried Manager,' follow Alvin, an experienced leader grappling with the complexities of hybrid work. Battling communication issues and productivity hurdles, he dismisses modern tools as unnecessary and resists change. Discover how his reluctance impacts his team's dynamics and whether he can shift his mindset for better collaboration. Don't miss this insightful exploration of agility and change in leadership!

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Alvin,

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an experienced manager,

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faces a major challenge.

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He leads a mixed team,

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partly on site and partly remote.

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However,

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three major challenges make his daily

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life complex communication and team cohesion,

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performance and productivity management,

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and support for employee well-being.

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But the problem is that Alvin refuses all the solutions proposed to him

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as if he wanted to prove that remote work was to be avoided.

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Regarding challenge number one of communication and team cohesion,

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Alvin rejects these fashionable silly tools,

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his words,

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such as icebreakers and other virtual coffee and rituals.

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He deprecates what he calls gadgets of online collaboration

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tools that some use in their virtual meetings whiteboards,

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polls,

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breakout rooms,

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chat moderation.

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Alvin says he doesn't believe in them and especially

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that he doesn't have time for this nonsense.

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Nothing beats face to face communication,

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he keeps repeating

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regarding challenge number 2 of performance

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and productivity management of remote teams.

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The same sabotage from Alvin

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redefining objectives with smart criteria and monitoring KPIs seems to

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Alvin like a way to spy on his team.

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He believes his employees are competent and motivated enough to

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complete their tasks without detailed objectives and deliverable tracking.

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He firmly believes that if there were a problem,

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his employees would come directly to talk to him.

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I regularly tour the offices,

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and my door is always open,

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he proclaims.

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The issue of remote employee well-being is also not his priority.

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Alvin is not really in favor of remote work.

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He only takes one day of telework per week.

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Therefore,

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he believes that those who choose telework for their benefit

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do not need to be coddled on top of that.

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The challenges of working from home are their problem.

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He reserves all his support and attention for the well-being of

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those who come to the office more often because they show,

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in his opinion,

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a stronger commitment.

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Alvin is convinced that the solution would line everyone returning to the office.

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He sees telework as an obstacle to communication and performance.

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Despite the advice and tools offered

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to facilitate his effective remote management,

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he rejects them,

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certain he is right.

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Of course,

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his attitude contributes to weakening the communication

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and performance of his hybrid team.

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He is so convinced and worried

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that his team ends up doubting the possible success of telework.

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Will he manage to convince the big boss to

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review the telework charter that was signed in 2021?

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