I'd like to offer a public #ThankYou to all of those #CEOs, human resources department heads, #VPs, and #managers telling employees to come back into the office "at least 3 days a week" because "we work better together".
You have saved countless people a collective amount of time that must be measured in decades if not centuries. We can immediately cross your companies off the "enlightened companies that treat their people well" list, and move on to the next.
The things that genuinely motivate people to work ten or a hundred times harder toward a common goal are human, emotional, meaningful, purposeful, empathetic.
You can achieve minor gains with the mechanical, numeric, authoritative, concrete, inhuman; and it can feel like progress. But doing those same things but harder turns into #demotivation.
Genuinely #motivating people is not just more and better of the same; it's an entirely different kind of #management.
“#Layoffs are definitely a confession of poor #management," Jeffrey Pfeffer, a professor of organizational behavior at Stanford Business School, told me. His reasoning: Research shows that generally, layoffs don't improve a company's fortunes. Quite the opposite: They don't reliably raise a company's profits or stock price, but they do reliably reduce remaining employees' morale, commitment, productivity, and trust.
Waarschijnlijk zijn de klanten van #transavia gewoon het slachtoffer van de in zwang geraakte bedrijfsvoering 'lean & #mean'. Daarbij geen enkele ruimte te laten voor als er eens iets tegen zit. Overgeleverd aan de #management boys and girls die hun leven vullen met spreadsheets en algoritmes, hulpmiddelen verheffen tot middelen.
Sometimes, it appears as if there are technology solutions to management problems, but that is only because it occasionally requires technological tools for the #implementation of management policy.
The will to create and use the tool must first exist. #Policy and #design are paramount.
A few years ago I started reading Software Lead Weekly. This is a weekly newsletter that roundups a bunch of really great articles and resources on engineering management and technical leadership. In one edition the concept of a Manager README was shared and I thought it sounded fantastic.
A Manager README is a document that you can share with your team to outline your own my leadership style. I recently finished writing my own here:
Of course, the attempt by managers to lay the blame on #AI is to a large extent disingenuous; they (managers) have set the criteria against which AI examines the work data received...
but nonetheless using AI as a technological buffer for cruel & harsh management will be a growing tendency by the UK dysfunctional managerial class!
Your manager thinks that you working on-site in a cubicle or open-plan office is good for productivity, culture, and collaboration.
If you want to debate it with them, you can go knock on the door of their private office, although you might also discover that you need to contact them on Slack because they're working off-site today.